10 Ways CEOs Can Measure Diversity and Inclusion to Effectively and Instantly Create profitability.

1. Develop diversity and inclusion metrics: CEOs can establish specific metrics to measure progress toward diversity and inclusion goals. These metrics could include the percentage of diverse employees at various levels within the organisation, the number of diverse candidates in the hiring pipeline, and the number of diversity and inclusion training sessions held.
2. Conduct surveys: CEOs can use surveys to gather feedback from employees on their experiences with diversity and inclusion within the organization. This can help identify areas for improvement and measure the effectiveness of current initiatives.
3. Analyse recruitment and retention data: By analysing data on the recruitment and retention of diverse employees, CEOs can measure the success of diversity and inclusion efforts in attracting and retaining top talent.
4. Monitor representation in leadership roles: CEOs can track the representation of diverse employees in leadership roles to ensure that there is an inclusive mix of perspectives at the decision-making level.
5. Evaluate the diversity of suppliers and partners: CEOs can also measure the diversity of the organisations with which the company partners, including suppliers, vendors, and business partners.
6. Assess the inclusivity of company culture: CEOs can use tools such as focus groups and employee interviews to assess the level of inclusivity within the company culture.
7. Monitor pay equity: CEOs can analyse data on pay equity to ensure that diverse employees are being fairly compensated.
8. Track employee involvement in diversity and inclusion initiatives: CEOs can measure the level of employee engagement in diversity and inclusion efforts, including the number of employees participating in initiatives and the impact of those initiatives.
9. Evaluate the effectiveness of diversity and inclusion training: CEOs can measure the effectiveness of diversity and inclusion training by evaluating the knowledge and behaviors of employees before and after the training.
10. Monitor the representation of diverse groups in marketing and advertising efforts: CEOs can track the representation of diverse groups in marketing and advertising campaigns to ensure that the company is promoting an inclusive image.

Gibran Registe-Charles is ESG Director and CEO/Founder of Urban Edge Capital an ESG Diversity and Inclusion hedge fund