Benefits of Measuring & Training Diversity and Inclusion

Management thinker Peter Drucker is famously known to have said, “If you can’t measure it, you can’t improve it.” Measurement is the only way to track impact. At the end of the day, people’s policies are behaviour experiments that are based on quid pro quo or the hypothesis that the policies will be mutually beneficial to the employee and the employer. Unless a hypothesis is challenged and measured it cannot become a long-lasting policy.

In our research and experience, trial-based policies without supporting data or evaluation serve as check-box policies. Measurement of change allows for systematic investment in inclusion initiatives to generate business returns and create social change. Constant monitoring is the only way true inclusion can be achieved, it assists in deliberate and well-rationalized action to achieve parity in the workplace. Here are some advantages to measuring diversity and inclusion (D&I) outcomes in an organization:

During the planning phase, a written outline of the parameters for the D&I policies that will be measured helps build consensus among all stakeholders. It allows for debate and dialogue before the policy is set in motion. Thus, any resistance to change can be seen and addressed in the early stages.

When stakeholders are aware of what is being measured it allows for focused planning on an

individual-level to achieve the outcomes. This holds all team members accountable for the success of the policy.

Regular monitoring gauges the reception of the policy, perceptions of stakeholders, and challenges on the ground. It sustains the momentum of the implementation. A good diversity policy may build a pipeline but continuous measurement promotes an inclusive culture and retention.

Evaluating outcomes is the best justification for the significance of the policy. It helps the company decide if the initiative requires an increased investment or if it should be discarded. Most of all, it helps gain more champions who see value in the cause.

Qualitative and quantitative measurement tools should be part of every new D&I initiative or policy in the design phase.

*Read our Inclusion Handbook 2019 for more information on how to build an inclusive work culture.

Originally published at on August 19, 2020.

Using data & latest research in behavioural economics/sociology to build workplaces with Diversity & Inclusion, free from Sexual Harassment. Visit

Love podcasts or audiobooks? Learn on the go with our new app.

Recommended from Medium

Best Resignation Letter

Best Resignation Letter

Should You Speak Up When It Comes To Performance Appraisal

When to Bring an Interpreter to a Business Meeting | CCA

Notes: Living Through History, the Changes Within & a Simple Exercise

Three things to boost your leadership

On how to switch a job

Taking Flight.

Behind the Blog: Rami Alaaeldin

Get the Medium app

A button that says 'Download on the App Store', and if clicked it will lead you to the iOS App store
A button that says 'Get it on, Google Play', and if clicked it will lead you to the Google Play store


Using data & latest research in behavioural economics/sociology to build workplaces with Diversity & Inclusion, free from Sexual Harassment. Visit

More from Medium

This is Personal: A Life-long Dedication to Diversity, Equity and Inclusion — Nikki Rogers with…

Reset: How School Leaders Can Address Equity Gaps Right Now

Enabling Educators: Learnings From A Consultation

My journey to Miro: James Hayward, Head of Strategic Sales APAC