DEI diagnostics: Navigate to strong foundations for your DEI strategy 

  
  

Build a strong foundation for your DEI strategy

Our 2024 Global Talent Trends report reveals that only one in three executives feel confident in meeting their DEI commitments this year. This lack of confidence is unsurprising given that only 47% of global organisations have a multiyear, published DEI strategy with metrics in place to measure success.

The first step in designing a sustainable and relevant DEI strategy is to understand the current state of your organisation as a baseline from which to move forward. An evidence-based approach ensures measurement of the impact of the strategy and that you can move the dial in a positive direction over time.

One in two global organisations have a multiyear, published DEI strategy with metrics in place to measure success
DEI diagnoses should aim to cover the following four areas assessing both organisational and people elements:
  • Workforce data

    Knowing your workforce data helps identify the most effective levers for acting.

    Where do minority-related disparities arise in your company?

    • ILM (Internal Labour Market map) and workforce projections — a descriptive summary of key aspects of an organisation’s workforce dynamics
  • Leadership capabilities

    Successful businesses have inclusive leaders.

    To what extent are your leaders comfortable with role modelling crucial skills?

    • ILA (Inclusive Leadership Assessment), a psychometric tool to measure inclusive leadership behaviours and personal traits
  • Policies, processes and programmes

    Often there is a difference between what companies say and what they do.

    To what extent do your policies, processes and programmes hinder or help diversity, equity and inclusion?

    • Policy audit, a high-level inclusivity assessment of DEI-related policies
  • Employee voice

    Perception is nine-tenths of the law, and it varies by cohort.

    How are employees experiencing the culture, and where are there opportunities to improve their experience?

    • Digital focus groups on Remesh are live and anonymous
Note: There are a variety of alternative and additional solutions that Mercer employs. For example, we have extensive statistical modelling that can be used to go deeper on the data side (including pay equity) and numerous employee listening solutions that can be deployedtoo. The above is our recommended starter to get an overall picture; additional items can be scoped as needed.

Everything you need to begin your DEI journey

Mercer’s DEI Navigator will show you the way, combining four diagnostics into one packaged solution to give you a 360-degree view of DEI within your organisation. Our DEI Navigator will assess your workforce data and your policies, capture the employee voice as well as evaluate your capabilities in inclusive leadership. Results will be presented in an executive-level document ready for sharing with your key stakeholders.
Related products for purchase
Related solutions
Related insights