When the University of Southern California Center for Urban Education first approached the idea of using data to identify and address equity gaps across college campuses, they might not have realized they had developed a tool that could translate beyond the quad and into the workforce. The Equity Scorecard model, as it is now known, has been used to measure diversity, equity, and inclusion (DEI) at various organizations.
What Is a Diversity Scorecard?
While businesses continue to stress the importance of DEI at work, it poses the question of how to do so quantitatively. Corporate leaders should be implementing DEI efforts in hiring, recruiting, retention, and promotion practices — and tracking the work using metrics. For example, if DEI leaders want to increase the number of BIPOC candidates in their talent pool, are there data-driven pathways to do so? How can leaders track the results to prove the business impact?
Diversity or DEI scorecards, also known as diversity dashboards, are visual snapshots of an organization’s progress with its DEI goals, tracking their representation using data. Leaders can interpret this data to determine what strategies are working and to determine what key performance indicators have room for improvement. Scorecards can be used to evaluate how diverse their workforce is and to inform future business decisions.
Having a comprehensive DEI scorecard allows you to identify areas of inequity so that you can develop functional strategies to address them. It’s also important to note that changing your people strategy or procurement plans takes time to fully realize the benefits and outcomes. Setting expectations and conducting monthly or quarterly reviews are great ways to start measuring your DEI goals.
What Is a DEI Report?
A DEI report, also known as a diversity report, is created to show trends over a certain timeframe. Organizations often opt to release their DEI report on an annual basis as a method of transparently tracking their year-over-year progress toward their DEI goals. Most companies release the report tracking progress for the prior year around April or May.
Your organization may also opt to release more specialized, one-off DEI reports. For example, in March 2023, energy firm BP published its sixth annual U.K. gender and ethnicity pay gap report, analyzing pay equity at the firm in 2022.
Senior Executive DEI Think Tank is a criteria-based membership community for chief diversity officers and senior-level DEI leaders at large organizations to share difference-making tactics, trade valuable resources, and seek the counsel of experienced peers in a private, confidential setting.Do you qualify?
25+ Diversity Scorecard and DEI Report Examples
For inspiration on how to create a DEI scorecard or report, you can look to a variety of organizations, including Boeing, Google, and LinkedIn. Or, if you already have your own company DEI report, you can compare yours to the below examples to determine how your DEI efforts stack up against other organizations.
|wdt_ID||Organization||Industry||Report Type||Year Published|
|207||Aerospace Corporation||Aerospace||DEI Scorecard||2022|
|215||General Electric||Energy||Sustainability Report||2022|
|218||Indiana University Bloomington: School of Education||Education||DEI Report||2021|
|219||Inter-American Development Bank||Finance||DEI Report||2021|
|220||Social Media||DEI Report||2022|
|221||Michigan State University||Education||DEI Scorecard & DEI Report||2022|
|224||Morgan Stanley||Finance||DEI Report||2022|
|225||Social Media||DEI Report||2022|
|226||PwC||Professional Services||DEI Report||2022|
|228||Snap, Inc.||Social Media||DEI Report||2022|
|230||Team USA - U.S. Olympic & Paralympic Committee||Nonprofit||Impact Report||2022|
|232||Ziff Davis||Media||DEI Report||2022|
|233||KPMG||Professional Services||Impact Report||2023|
|234||Southwest Airlines||Air Transportation Services||DEI Report||2023|
|235||American Automobile Association (AAA)||Insurance||ESG Report||2023|
|236||Edward Jones||Finance||Purpose, Inclusion, and Citizenship Report||2023|
|237||Public Broadcasting Service (PBS)||Media||DEI Report||2023|
|238||L3Harris Technologies||Aerospace||DEI Report||2023|
|240||Subaru||Automobile||Corporate Impact Report||2023|
|241||McDonald's||Fast Food Restaurants||Global DEI Report||2022|
|242||Fannie Mae||Finance||ESG Report||2022|
|244||Columbia Business School||Education||DEI Report||2022|
At Senior Executive DEI, we are constantly speaking with DEI leaders and looking for good examples of DEI scorecards and DEI reports. To recommend reports to add to this list, please contact Senior Executive Media at email@example.com.
4 Key Elements of a Good Diversity Dashboard
While there’s a lot of data that can be measured on a DEI scorecard, it’s important to narrow down your company’s scorecard to the specific metrics and key performance indicators that are most useful for reaching your specific DEI goals.
Be sure to consider these four areas when determining how to create a diversity dashboard.
1. Employee Demographics
Employees’ backgrounds and experiences can help shape HR decisions, such as health care plan options or work hour flexibility. Gender, age, race, ethnicity, and neurodiversity are some key demographics to measure and analyze. Google has expanded its autism community, for example.
2. Leadership Demographics
It’s important that leadership reflects the diversity of their employees company-wide. This can improve professional relationships and pave pathways for equality and inclusivity for future leaders and employees. Measuring how diverse your leaders are in a scorecard provides a guide to help companies work toward specific goals. For example, last year, Adidas made a commitment to prioritize promoting women to leadership positions when creating their goals and objectives. Since then, the percentage of women in management positions increased to 37%, just a few percentage points shy of its target of 40% by 2025.
3. HR Practices
Measuring DEI in HR practices — including recruiting and hiring, retention, and compensation — is crucial to successfully creating and maintaining diverse teams. On top of gathering quantitative data, you can also use surveys to collect some qualitative information, such as why employees of underrepresented groups are leaving the organization. This can also look like onboarding and learning development. For example, Walmart has established inclusive growth programs designed to upskill employees, such as Cultural Competence, Disability Inclusion in the Workplace, and Leading Across Generations. When devising your own DEI scorecard, here are some questions to consider asking employees about the following HR topics:
Recruiting and Hiring
Take a look at how unconscious bias might be affecting your talent acquisition.
- How many people from underrepresented groups are being recruited and selected for an interview? How many get to the final stages of the interview process?
- How many people from underrepresented groups are being hired in upper management and senior leadership roles?
Retention and Turnovers
How quickly employees leave versus how long they stay can indicate whether they are being treated fairly at the company.
- How many people of underrepresented groups are getting promoted each year?
- What are the retention and turnover rates for people of underrepresented groups?
- How have retention and turnover rates fluctuated over the years?
Compensation and Benefits
Analyzing your current compensation packages can help ensure your company achieves pay equity and provides benefits that are accommodating your team’s different needs.
- What are the pay gaps for underrepresented groups?
- What benefits are being increased (i.e., flexible working hours for young parents or sick leave for the chronically ill) on a year-over-year basis?
4. Supplier Diversity
Having a diverse supply chain is essential to expanding economic opportunities and creating cohesive communities. This can look like securing suppliers from underrepresented groups such as minority- or woman-owned enterprises and increasing financial spending in those communities. Benchmarking spending with suppliers can give an accurate depiction of the direction of your company’s DEI plans as well as where it currently stands.
You can also create an integrity guide or supplier inclusion mission statement to better determine your goals and objectives. For example, General Electric has a Supplier Diversity & Inclusion Statement, in which they assert they only will conduct business with suppliers who follow the GE Integrity Guide for Suppliers and do not engage in discrimination. Some of its suppliers include small businesses; small disadvantaged businesses; and women-, veteran-, disabled veteran-, LGBTQ-, and minority-owned businesses.
- The Diversity Scorecard – Routledge, Taylor & Francis Group
- How to Create a Diversity Scorecard – Society for Human Resource Management