When measuring the impact of DEI, both quantitative and qualitative data must be collected so you can understand and identify what areas need the most attention and how much progress you’re making.

Quantitative Data: data that can be counted, measured, and expressed with numbers; objective and conclusive

Qualitative Data: descriptive and can be observed, cannot be quantified; subjective and exploratory

Diversity Data

Diversity data is quantitative. Here is a list of metrics that fall in this category. Select the metrics that are most relevant to your organization and your DEI goals.

Common data collected

  • Age
  • Gender
  • Race

Unexpected metrics to consider

  • Life Experiences
  • Thinking/Learning Styles

For a full list of metrics, see page 2 of the attached PDF 

Equity Data

Equity data is mostly qualitative and involves proactively seeking feedback from employees and recording employee complaints and concerns to identify problem areas.

  • Salary and Benefits
  • Access to opportunities, information, or resources
  • Talent development investments
  • Stretch assignments
  • Performance reviews
  • Promotions

Inclusion Data

Inclusion data is a combination of quantitative and qualitative data, and requires looking at them together to draw conclusions and determine what actions are needed.

Quantitative data

  • Turnover
  • Tenure (length of employment)

Qualitative data

  • Climate Surveys
  • Focus Groups
  • Employee Interviews
  • Exit Interviews

Retention Data

Retention data is quantitative in nature. It can be analyzed with inclusion data to identify areas of improvement.

  • Hiring Velocity (length of hiring process)
  • Promotion Velocity
  • Percentage of Diverse Employees with Sponsors/Mentors
  • Career Progression
  • Succession Planning

Policies and Process Data

Policies and process data is qualitative in nature, but requires using quantitative data to inform and guide changes and improvements.

  • Recruitment Strategies
  • Job Descriptions
  • Interviewing/Hiring Process
  • Employee Referral Programs
  • Complaints (Internal/External)

DEI Programmatic Data

DEI Programmatic Data refers to information collected before and after programs, training, events, and activities to measure the level of learning, understanding, engagement, and practice of DEI concepts. Quantitative data includes surveys that ask employees to use numbers to describe their personal level of various metrics before and after a DEI program. Qualitative data includes employee comments and feedback about the DEI program. 

For more information, click the PDF icon below to download our full guide.