Inclusion in tech: You can’t manage what you don’t measure
While we’re still in the early days of building diversity and inclusion (D&I) into tech culture, firms are not yet measuring key performance indicators with the same rigor that they do their financial, customer, or growth data. Especially in an industry obsessed with data-driven insight, tech companies need to improve how they track and measure D&I work.
It seems simple enough: Companies all over the world measure and track results for key business initiatives (Intel’s OKRs have stuck around for a reason — and the business intelligence software market is expected to reach more than $26-billion by 2021), so are they adopting this proven approach for another core business priority: D&I? The answer is: not quite yet. And while over the past few years firms have begun being more transparent with their current staff demographics, we were curious what companies are doing to go beyond broad and basic demographic metrics reports.
So we dug in and observed three key areas where more could be done, and which could lead to more robust measurements. We’ll also share a case study from one of Project Include’s founding cohort members, Asana, which shows how this can be actioned.
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