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Measuring Progress

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Building a Diverse Team

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Measuring Progress

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Set Diversity Goals: Establish clear and measurable diversity targets for hiring, talent and content creation.

  • Successful diversity initiatives require that senior leaders articulate goals, set expectations and hold those at all levels of the organization accountable for achieving objectives. This means establishing cascading goals at the highest levels and developing benchmarks for quantifying success throughout the rest of the organization.


Each employee at NHPR is held accountable for integrating diversity and inclusion values into all aspects of the organization's work, policies and practices.

  • Set defined goals for representation on content teams and in overall leadership. Make the goals public and link them to the performance review process.


Hearst TV's WVTM station has instituted diversity and inclusion goals for each manager in the station as part of their annual review process.

  • Authorize a chief diversity officer or a diversity and inclusion expert to help develop strategies that foster an environment for diverse hiring at the organization and diversity training programs for workers.


Beasley Media Group hired an expert that created a strategic chart that depicts levels of diversity, equity, inclusion and belonging (DEIB) work with advancing elements of complexity for individuals, teams and organizations.


A DEI Toolkit chart made by Beasley

Data Collection: Track demographics of your workforce, on-air talent and content to monitor progress towards your goals.

  • Develop a DEI scorecard to capture key performance indicators and demographic information. This scorecard can be used to develop annual strategic objectives while providing current information to ensure a balanced workforce is achieved and maintained.

  • Conduct an employee turnover analysis. A high turnover rate could indicate problems in your office environment and cost you money. According to some estimates, the cost of replacing a skilled technical or professional employee can be as much as 150% of the annual salary. Using turnover cost calculators can help identify what the total cost of attrition is for your company.

  • Conduct a pay equity audit to identify salary inequities and determine whether factors such as race and gender appear to influence compensation. The purpose is to ensure that employees who do similar work are compensated comparably. This can help attract, engage and retain a diverse, talented workforce.




Conduct Regular Check-ins: To assess the effectiveness and progress of your initiatives around inclusive culture, you must conduct regular check-ins and make adjustments as needed.

  • Understand why people come to work for you, why they stay and why they leave. Employees shape their views of the company largely based on the relationship with their supervisor.

  • Help managers learn to better lead diverse teams. A company's reputation as an employer of choice is based mainly on its individual managers' leadership skills.

  • Weave in the regular organizational culture check-ins into your organization's performance check-in process. Ask questions related to your organization's inclusive culture initiatives and performance and ask your managers to share feedback with the leadership team. Evaluate what is and isn't working.




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