A guide to measuring DE&I recruitment KPIs in Europe

2 mins, 52 secs read time

Feeling overwhelmed by the constant push for diversity, equity and inclusion (DE&I) in your organization? You’re not alone. Many HR leaders juggle multiple responsibilities while striving to create a diverse and inclusive workplace. It’s not just about ticking boxes; it’s about real impact. For instance, companies in the top quartile for gender diversity on executive teams are 25% more likely to experience above-average profitability than those in the fourth quartile. For ethnic diversity, this figure rises to 36%.

Whether you’re at the start of your DE&I journey or refining existing strategies, we’re here to help you navigate this crucial aspect of modern HR.

What are DE&I KPIs and why do they matter?

DE&I key performance indicators (KPIs) are metrics that assess how well your organization is doing in terms of diversity, equity and inclusion. These KPIs are crucial as they provide tangible ways to measure progress and identify areas for improvement.

• Diversity metrics: These track the representation of different demographic groups (e.g., gender, race, age) within your workforce and candidate pools
• Equity metrics: These measure fairness in processes such as promotions, pay and access to opportunities, ensuring that all employees are treated equitably
• Inclusion metrics: These assess the sense of belonging and inclusion among employees, often gathered through surveys or feedback tools

Pro tips for measuring DE&I KPIs

Use data wisely: Collecting candidate demographic data during the hiring process provides invaluable insights. However, data is just a tool; it’s how you use it that counts. Refer to our guide on collecting candidate demographic data legally and ethically.

Avoid scorecard peeking: Unconscious bias in recruitment can be exacerbated by “scorecard peeking,” where recruiters look at candidates’ backgrounds too early. Our blog on scorecard peeking offers strategies to ensure a fair evaluation process.

Anonymize take-home tests: This practice focuses on the quality of work rather than who is submitting it. Explore our articles on anonymizing take-home tests and mitigating bias.

DE&I in Europe: Navigating regional nuances

Europe’s diversity is both a strength and a challenge, with varying legal frameworks around data collection and diversity reporting across countries. For example, while demographic data collection is common in the UK, it may be more sensitive in countries like Germany or France.

Tips for European DE&I reporting:

• Know the law: Familiarize yourself with local regulations regarding data privacy and employment practices.
• Cultural sensitivity: Respect cultural differences in how diversity is perceived and discussed.
• Consistent metrics: Establish a core set of metrics that can be applied across different regions, adapting as necessary.

Real-life impact: Success story

Revenue intelligence platform, Gong, used Greenhouse to enhance diversity in hiring, with 60–70% of candidates sourced from diverse groups, leading to 50% of hires being women or underrepresented minorities. Greenhouse reporting tools and HRIS Link integration with Workday helped Gong efficiently manage large-scale recruitment while maintaining quality and inclusivity.

Remember, measuring DE&I KPIs isn’t about checking boxes – it’s about creating a workplace where everyone can thrive. It’s a journey that requires patience, commitment and a willingness to learn and adapt.

So, grab another cup of coffee, gather your team and start the conversation. What steps can you take today to improve your DE&I metrics? How can you make your workplace more inclusive?

Take the next step in creating a more inclusive workplace. For more detailed insights and strategies, explore our blog on 8 diversity and inclusion recruitment practices in EMEA.

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