12 Key DEI Metrics and KPIs You Should Track in 2025, Plus Examples
DEI metrics are gaining significant importance for many companies, and for good reason.
A diverse workforce not only helps organizations better represent their communities but also strengthens resilience and adaptability. To build such a workforce, businesses often implement a diversity recruitment strategy.
However, measuring the success of these initiatives can be challenging. In this article, we’ll explore why DEI metrics are essential to diversity recruiting, the top 12 DEI metrics to track recruitment diversity effectively, and how to start monitoring your own diversity recruitment efforts.
What Are DEI Metrics?
DEI metrics are a measurement system for diversity, equity, and inclusion in your workplace.
Metrics for DEI include quantitative data like hiring rates and qualitative data like employee sentiment. These metrics help you measure your progress toward DEI goals, look for problem areas, prove your successes, and develop improvement strategies.
Take a look at our Oleeo Diversity Insights datasheet for a deeper understanding of DEI metrics.
What are qualitative vs. quantitative DEI metrics?
DEI metrics can be categorized into two types: qualitative and quantitative.
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Qualitative DEI metrics: These metrics capture non-numeric data, focusing on subjective experiences and perceptions. They provide insights into the workplace culture and employee sentiments, helping organizations understand the nuances of inclusion. Examples include employee surveys, focus groups, and interviews that explore feelings of belonging and fairness within the organization.
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Quantitative DEI metrics: These metrics involve numerical data that can be measured and analyzed statistically. They offer objective insights into the representation and participation of diverse groups within the organization. Examples include tracking the percentage of employees from various demographic backgrounds, pay equity analyses, and promotion rates across different groups.
Why Do DEI Metrics Matter?
DEI metrics matter to both business operations and workplace culture. Ideas are a good start, but they’re meaningless without guidance. DEI metrics give your business a measurable, actionable set of instructions and data to help prioritize, monitor, and improve DEI practices.
Here are some of the benefits of DEI metrics:
1. Accountability
Goals and metrics to measure their progress keep your business accountable. Tracking a metric proves a company-wide commitment to DEI, and holding your company to those metrics keeps decision-makers accountable for getting results.
2. Informed decision-making
Without information, it’s impossible to make informed decisions. DEI success metrics offer that information, measuring and providing important insights for decision-makers.
3. Transparency
Trust is an important part of workplace culture. PwC’s 2024 Trust Survey showed that a lack of trust in a business negatively impacted employees, customers, and investors.
Executives cited that trust levels impacted things like productivity, quality, efficiency, and profitability. Customer trust was also at stake, with the belief that customer trust in a company impacted engagement levels.
Trust can be earned through accountability and transparency. A company with transparent DEI metrics openly proves its commitment to better workplace inclusivity.
4. Improvement
Time and time again, DEI strategies have proven themselves valuable to business operations.
The 2023 “A Mature Approach to Diversity, Equity, and Inclusion” report by Enterprise Strategy Group and AWS proves the value of both DEI initiatives and DEI metrics.
It studied companies’ maturity of DEI strategies on a scale of leading, evolving, emerging, and nascent. The report measures maturity as how well a business communicates, builds on, defines, and measures its DEI program.
The report showed that leading companies were more successful at hitting revenue targets, beating their competitors to market, and engaging employees than their competitors. Emerging and evolving companies followed their leading competitors in these positive outcomes.
Improvements across this scale show how developing DEI strategies pays off over time. Measuring DEI metrics allows you to monitor and assess progress and make improvements that help you achieve your DEI goals.
12 DEI Metrics Examples to Track For an Inclusive Workplace
Defining and measuring your DEI metrics can be overwhelming, but we’re here to help. Your company can consider several ways to measure Diversity and Inclusion in Recruitment.
But, let’s examine some of the most important DEI metrics examples that you should measure:
Diversity metrics
1. Hiring rates
DEI recruitment metrics include the number of applicants, interviews, and hires from diverse groups.
Diversity begins at the front door, so these metrics can tell you a lot about your recruitment and onboarding process and help you develop Blind Recruitment strategies for fairer hiring.
2. Representation
This metric measures the makeup of your workforce at every level, from new hires to leadership roles. You can look at the population at large to determine if your company has strong representation among different groups.
3. Promotion rates
Representation is important at every level. Understanding the makeup of your workforce allows you to measure which groups are getting promoted above others.
Promotions should be equal across the board. If one group is consistently promoted over others, your decision-makers might be biased.
4. Retention rates
If diverse groups are leaving or being let go at higher rates than non-diverse groups, your workplace might be discriminatory or inaccessible.
Equity metrics
5. Pay equity
Pay equity is easy to measure and shows how much your company values each employee.
6. Opportunity equity
Opportunity isn’t as easy to measure.
Looking at promotion rates among diverse groups can help. You can also examine training programs to assess the makeup of participants.
Employee surveys can help you assess sentiment regarding opportunities.
7. Performance evaluation equity
Look at performance reviews across each group in your workforce. If reviews are weighted exclusively against diverse groups, your performance evaluation process might contain biases.
Inclusion metrics
8. Employee engagement
Engagement can be measured through surveys, interviews, and informal chats.
You can also look at absentee patterns – employees who take a lot of time off or don’t show up. High levels of absenteeism in certain groups can indicate a hostile work environment, high levels of stress, or a lack of accessibility.
9. Sense of belonging
Measuring a sense of belonging is complicated, but can tell you so much about the sentiment of diverse groups in your workforce. Employee surveys and interviews are the best approach.
10. Participation
Employees who feel excluded or disengaged are less likely to participate in work or informal activities.
Resources spent on DEI
11. Budget allocation
Budget allocation metrics include how much your company spends on diverse recruitment, DEI mentorship programs, employee support, and reshaping internal policies and operations to be more inclusive.
12. Mentorship programs
Mentorship programs are an important part of DEI Initiatives, so the amount of programs running at your business is a good DEI metric.
How to Implement DEI Metrics
Implementing a DEI metrics dashboard involves collecting and utilizing data to set goals and take action.
Here are the steps you’ll need to take:
1. Data collection
You’ll need to collect data to measure DEI metrics. This includes quantitative data like employee demographics, retention, and pay equality, as well as qualitative data such as employee sentiment and engagement.
We’ll go into more detail about how you can collect this data in the section below.
2. Set goals
Defining your DEI goals allows you to choose which metrics apply to your situation. This works for both tangible goals like hiring more diverse employees to less tangible goals like improving overall workplace inclusivity.
3. Regular reporting
To properly utilize DEI metrics, set up a schedule for regular data reporting. This way, you’ll always have up-to-date information.
4. Action plans
An action plan represents a company-wide commitment to DEI. Leadership and decision-makers should create and publicize a DEI action plan for transparency, accountability, and ongoing improvement.
How to collect DEI metrics
You can collect DEI metric data in several ways.
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Employee surveys
Surveys help you analyze how employees feel on an individual level, which allows you to find patterns in employee sentiment.
Metrics for DEI include personal feelings about workplace culture, inclusivity, accessibility, and engagement. You can tailor surveys to the data you’re trying to gather.
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HR systems and records
Records contain quantitative data, such as representation in your current workforce, pay equity, and diversity in recruitment, training, and promotion rates.
HR systems also hold qualitative data like engagement levels and performance reviews.
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Diversity audits
Diversity audits analyze your chosen DEI metrics to find successes and failures.
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Performance reviews
Performance reviews offer insights into employee engagement, sentiment, and productivity.
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Pay audits
Pay equity is vital to DEI. Pay audits conduct a deep dive into pay inequality across all the groups in your workforce and how to address it.
How often should DEI metrics be reviewed?
Reviewing your DEI KPI metrics is important as your business grows and changes. As your DEI improves, and as the concept of DEI evolves, you’ll want to create new metrics and goals.
Annual reviews are a good start. However, ongoing and rapidly evolving metrics, such as recruitment, might require more regular attention.
Challenges in Tracking DEI Metrics
Every strategy has its challenges, and DEI metrics are no different. Here are some of the most common:
Lack of leadership support
If leadership is reluctant to commit to DEI, you might not get support for tracking DEI metrics. Gartner’s 2023 HR survey showed that 51% of leadership failed to take responsibility for DEI outcomes.
It’s difficult to drive meaningful change without the support of key decision-makers and the budget and resources to allow it.
You can tackle this in a few ways:
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Use research to prove how DEI can benefit your business operations, such as through better innovation and increased revenue
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Prove how tracking DEI metrics is vital to improving DEI to achieve those benefits
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Find cost-effective ways to implement DEI and metric tracking, such as encouraging one-on-one mentorships and surveying the results with an informal chat
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Using incremental improvements of cost-effective solutions further to prove the benefits of DEI and metric tracking
Reluctance in the workplace
Some people are set in their ways, and it can be difficult to change long-standing opinions.
Tragically, diversity is often derided. A workplace hostile to progress can impede DEI.
Tackling this requires changing the culture of your workplace – hiring more diverse talent, placing diverse employees in leadership roles, and creating inclusive policies and programs.
To do this, you need the transparency and accountability DEI metrics bring. This data proves the positive effects of change, which can help turn the tide of reluctance.
7 DEI Metrics Best Practices
Here are our best practices for building diverse teams and fostering a culture that supports them, reducing turnover, and aligning with your organization’s D&I goals. Let’s take a look:
1. Define clear, measurable goals and track your progress toward achieving them
Establish goals for your diversity and inclusion initiatives. Define specific targets, such as increasing the representation of underrepresented groups in leadership positions or improving employee engagement scores among diverse teams. Regularly track and analyze progress against these goals using data and metrics, adjusting your strategies to ensure continuous improvement and alignment with your objectives.
2. Resolve your inclusion issues before beginning recruitment
Addressing inclusion issues within your organization before ramping up recruitment efforts is crucial for building a genuinely inclusive workplace. Start by identifying and understanding the existing barriers to inclusion, such as biases, lack of representation, or inadequate support for diverse employees. Implement targeted strategies to create a more inclusive environment, such as diversity training programs, establishing employee resource groups, and revising company policies to ensure fairness and equity.
By cultivating an inclusive culture, you not only improve employee satisfaction and retention but also create a more attractive environment for potential hires. When new recruits see a commitment to inclusion and diversity already in place, they are more likely to feel welcomed and valued. This proactive approach ensures that your recruitment efforts are supported by a strong foundation of inclusivity, ultimately leading to a more diverse and thriving workforce.
3. Encourage individuals to share their story
Encourage individuals to share their stories, as these narratives can provide valuable insights into their unique backgrounds, experiences, and perspectives. By actively listening to diverse voices, you can gain a deeper understanding of the challenges they may face and the contributions they can bring to your organization.
Incorporating DEI metrics for recruitment into your processes allows you to measure the effectiveness of your efforts in attracting and retaining a diverse talent pool.
Tracking metrics such as the representation of underrepresented groups in applicant pools, interview stages, and final hires can help identify areas for improvement and ensure that your recruitment strategies are aligned with your diversity and inclusion goals.
4. Hold leaders responsible for achieving your DEI goals
Establish mechanisms to hold leaders accountable for advancing your organization’s DEI goals. This means clearly defining leadership responsibilities in promoting DEI initiatives and integrating these objectives into performance evaluations and goal-setting processes.
Provide leaders with the necessary resources, support, and training to champion DEI efforts within their teams and across the organization. Regularly assess and monitor leaders’ progress toward DEI goals, and hold them accountable for creating a culture of inclusion, fostering diversity in hiring and promotion decisions, and addressing any instances of bias or discrimination. By making leaders directly accountable for DEI outcomes, you reinforce the importance of these initiatives and drive meaningful change throughout the organization.
5. Establish channels for individuals to voice their concerns or grievances
Developing effective channels for individuals to voice their concerns or grievances is crucial for fostering an open and inclusive organizational culture. This can include implementing anonymous suggestion boxes, conducting regular surveys or feedback sessions, and designating trusted points of contact, such as HR representatives or diversity and inclusion officers, who are accessible and approachable.
Encouraging open communication and actively listening to feedback not only helps identify areas for improvement but also demonstrates a commitment to addressing issues and promoting transparency. Offering multiple avenues for communication also ensures that individuals feel empowered to speak up without fear of reprisal, ultimately contributing to a more supportive and equitable work environment.
6. Look closely at the rules and assumptions that shape your organizational culture
Delve into the underlying rules, norms, and assumptions that form the foundation of your organizational culture. This means exploring the explicit and implicit guidelines that dictate behavior, decision-making processes, and interactions within the workplace. Conduct thorough assessments to identify cultural norms that may inadvertently promote exclusivity or hinder diversity and inclusion efforts.
Encourage open dialogue and reflection among employees to challenge existing assumptions and explore alternative perspectives. By critically examining and reevaluating your cultural norms, you can proactively address any barriers to inclusivity and create a more welcoming and equitable environment for all members of your organization.
7. Ensure that the DEI leader has a voice and representation in decision-making discussions
Granting the DEI leader a seat at the table shows a commitment to prioritizing diversity, equity, and inclusion initiatives within the organization. This involves not only inviting the DEI leader to participate in strategic meetings and discussions but also empowering them to contribute insights, advocate for DEI priorities, and influence decision-making processes.
By involving the DEI leader in key discussions, leaders show a willingness to incorporate diverse perspectives and prioritize DEI considerations in organizational strategies and initiatives. This collaborative approach encourages a culture where DEI principles are integrated into every organization’s operations.
What Tools Can Help Track DEI Metrics?
Utilizing automation for tracking DEI metrics can streamline data collection and analysis.
Here are the DEI metrics tools to look out for:
Applicant tracking system (ATS)
Job postings often get hundreds of applicants, and an Applicant Tracking System can help you sort through them. An ATS scans applications for certain keywords and phrases, creating a shortlist of the most suitable candidates.
They often eliminate recruiter biases. One example is Oleeo’s success in creating more diversity in the British Transport Police.
Oleeo’s Diversity Recruiting Software helped the BPT double the number of successful female and minority applicants by utilizing data, analytics, and DEI metric tracking to remove personal biases from the recruitment process.
Human resource information systems (HRIS)
HRIS tools store and manage employee data. They can be used to track workplace representation, employee survey results, pay equity, and performance review data.
Employee engagement survey platforms
We talked about the importance of employee surveys in assessing sentiment and inclusivity.
Engagement survey platforms can help you develop more effective surveys, create schedules, distribute surveys, anonymize personal data, and analyze results.
DEI analytics software
Unlike the above tools, DEI analytics software is specifically developed to track DEI metrics. They monitor things like diversity in recruitment and workforce demographics, with analysis that helps you spot problem areas and make improvements.
Key benefits of DEI software
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Data-driven insights: Utilizes analytics to uncover representation gaps, pay disparities, and barriers to advancement.
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Real-time monitoring: Offers dashboards and pulse surveys to track employee sentiment and policy effectiveness.
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Bias detection: Employs AI to identify unconscious bias in hiring, promotions, and communication.
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Goal setting and tracking: Assists in setting measurable DEI objectives and monitors progress toward achieving them.
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Accountability and transparency: Facilitates transparent reporting and holds leadership accountable for DEI outcomes.
Oleeo Diversity Recruiting Software Makes Tracking DEI Metrics Easy
DEI metrics are essential to building a diverse workforce that benefits your employees, community, and organization. To ensure your Diversity Recruiting Strategy is effective, it’s important to monitor the demographic data of new hires.
Oleeo makes it easy to track your organization’s diversity and generate detailed Recruitment Reports using Diversity and Inclusion Metrics.
Learn more about Oleeo Diversity Recruiting Platforms. Contact us to Book a Demo or sign up to work with Oleeo.
FAQs About DEI Metrics
What is a DEI metric?
A DEI metric is a quantifiable measure used to assess an organization’s efforts and progress in promoting Diversity, Equity, and Inclusion (DEI) within the workplace.
Why is it important to measure DEI in the workplace?
Measuring DEI is crucial for organizations aiming to create fair and inclusive environments. Tracking DEI metrics allows companies to identify disparities, hold leadership accountable, and implement targeted interventions to foster equity. Without these measurements, organizations may overlook systemic issues and miss opportunities for improvement.
How can DEI metrics help with recruitment?
If you lack diverse talent, DEI metrics such as demographic data can help you find areas for improvement.
To recruit more diverse employees, you’ll need to create inclusive job postings and eliminate personal biases in hiring.
Diversity Recruiting Metrics, such as applicant, interviewee, and hiring demographics, can help you find flaws in your job postings and encourage recruiters to look past their biases.
How can DEI metrics benefit an organization’s reputation?
DEI metrics play a pivotal role in enhancing an organization’s reputation by transparently demonstrating its commitment to diversity, equity, and inclusion. Companies can build trust with customers, employees, and stakeholders by tracking DEI metrics, showcasing their dedication to fostering an inclusive workplace. This commitment not only strengthens brand credibility but also attracts top talent and loyal customers who value social responsibility.
What is a DEI framework?
A DEI framework is a structured approach that organizations adopt to promote fair treatment, representation, and participation of all individuals, regardless of their backgrounds or identities. It encompasses policies, practices, and initiatives aimed at fostering a culture where diversity is celebrated, equity is pursued, and inclusion is embedded in every aspect of the organization. DEI frameworks are designed to address systemic disparities, encourage diverse perspectives, and create environments where all members feel valued and have equal opportunities to succeed.
What are some common DEI metrics for organizations?
Common DEI metrics for organizations include tracking workforce demographics, such as race, gender, and age, to assess representation. Other key metrics are hiring and promotion rates, retention and turnover rates, and pay equity, which help identify disparities in opportunities and compensation.
Employee engagement and satisfaction surveys provide insights into workplace culture, while tracking diversity in leadership roles ensures inclusive decision-making. Monitoring participation in DEI-related training also helps evaluate access to development opportunities.
How do I create a DEI scorecard?
To create a DEI scorecard, start by defining clear diversity, equity, and inclusion goals aligned with your organization’s mission. Choose DEI metrics such as workforce demographics, hiring and promotion rates, pay equity, employee engagement, and retention. Collect and analyze relevant data, then organize it into a clear, accessible format using dashboards or reports. Set benchmarks to track progress over time, and regularly review and share the scorecard with stakeholders to drive transparency, accountability, and continuous improvement in your DEI efforts.
