Measure and Evaluate Diversity Planning

• Multicultural and diversity proportions e.g. the composition of an organisation in terms of diversity (race, age, gender, disabilities etc) i.e. % of a particular group compared to the total numbers of employees in a organisation. This measure can help assess the degree of compliance with regulations, guidelines, and progress to organisational targets

• Multicultural and diversity goals e.g. a goal of achieving an organisational composition with the same percentages of diversity as that exhibited by the available labour pool within two years. Measuring performance against these goals.

• Recruitment of minority groups e.g. numbers of physically disabled persons recruited per year as a % of total recruitment.

• Retention - minority groups e.g. % female employees leaving compared to percentage of male employees leaving per year; or % of disabled persons leaving compared to % of able-bodies persons leaving per year.

• Penetration of minority markets e.g. % of the available minority market share employed by the organisation and or as compared to % of the total available labour pool employed

• Employee satisfaction concerning treatment of minority groups e.g. feedback obtained regarding work relationships, clarity of communications, and perceptions in connection with advancement opportunities

• Diversity Earnings per Share, or dEPS Index, measures the fiscal impact of diversity management on corporate earnings by calculating the impact of diversity management programs on revenue growth, cost reductions, and recruiting / retention and talent management.

• Diversity-Related acts if Incivility (DRIs) measures the impact of diversity-related acts of incivility on performance and a Company's profit equation. DRIs are associated with the primary dimensions of diversity: race, gender, age, religion, and sexual orientation. Incivilities cause employees to separate emotionally from their organization, resulting in commitment and productivity declines and a diminished bottom line.

• Diversity Scanning e.g., contrasting the number of women and minorities before and after diversity training.

• Equal Employment Opportunity (EEO) complaints e.g. reviewing EEO complaint numbers received before and after diversity training

• Diversity Staffing Target e.g. % increase in minorities and women promoted by category and level.