Major Measurable Goals of Non-Profits Working on Racial Equity Issues
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Based on a survey of several nonprofit groups, around 36% of nonprofits mentioned that they have race/gender/age metrics in place to measure the success of their diversity efforts. For the Bill and Melinda Gates Foundation, it avoids generic evaluation methods when evaluating their diversity efforts. It focuses instead on creating tailored and high-quality assessment for each type of initiative that the foundation is supporting. The rest of the findings on the major measurable goals of non-profits working on racial equity issues are presented below.

Nonprofits Diversity Goals

  • Based on a survey done by Nonprofit HR on several nonprofit organizations in North America, some of the metrics that nonprofit organizations are using to gauge the success of their diversity endeavors include race metrics, minority retention, and pay gaps.
  • Around 36% of nonprofits mentioned that they have race/gender/age metrics in place to measure the success of their diversity efforts.
  • Thirteen percent are focusing on minority retention metrics to measure their diversity efforts.
  • Sixteen percent focus on pay gaps to measure the progress of their diversity endeavors.
  • Meanwhile, 55% of nonprofits mentioned that they have not deployed any diversity metrics yet.
  • For those organizations that deployed diversity metrics, 28% share the progress with senior management only.
  • Based on the survey, the best way to evaluate diversity in a company is to have both a qualitative and a quantitative readiness evaluation that involves conversing with staff, going through culture or pulse surveys, attrition statistics, exit interviews, career progression rates, and other relevant statistics.

Some of the sample diversity metrics that are recommended for nonprofits include the following:  

Major Measurable Goals of Non-Profits Working on Racial Equity Issues
  • Meanwhile, Project Include recommends certain metrics to be prioritized by all types of companies to give an all-encompassing look at the diverse environment across all levels of the organization.
  • Metrics surrounding employees’ diversity will need to include the race demographics in all its employee count and status measures such as the following:
  • It was also suggested to apply an ultra-detailed breakdown on the data gathered to fully look at the race aspect of the metrics.
  • Based on an article from a consulting company, the diversity and inclusion metrics of a company should check for risks and opportunities, monitor the progress of diversity efforts, and assess the return on investment.
  • Some of the metrics that can enable organizations to determine bias blind spots include the representation metric.
  • This metric looks at the percentage of personnel from minority groups within an organization in comparison with “company, labor market, or industry benchmarks.”
  • This metric is the best one to use when determining groups that are not fully represented in an organization due to bias, stereotypes, or discrimination.
  • Another recommended metric is the retention measure.
  • This metric involves comparing the typical tenure for staff from minority groups to the average tenure in the organization or those of the major groups.
  • This metric can help determine the employee segments that may feel more unsatisfied with the work environment and less dedicated to the company. The metric can also help in identifying those that have the highest probability of being terminated.
  • Selection is another suggested metric for all companies. This metric involves monitoring the job acceptance rates of employees from minority groups compared to others. This metric can help determine if there is bias during this process.
  • For the promotion metric, this measure tracks promotions of employees from the minority groups versus those from other dominant groups.
  • Meanwhile, the development metric monitors lateral appointments, movements to acting positions, learning and development opportunities, and other challenging assignment opportunities.
  • For the pay and benefits metrics, this evaluates the financial and non-financial perks given to the employees from the identified minority segments.

NAACP Diversity Goals

  • The NAACP releases its annual “Opportunity and Diversity Report Card” for various industries. This is a more formal survey-based report that identifies letter grades to businesses based on the effectiveness of their hiring, retention, and career progression process for minority groups.
  • NAACP assigned weights for the following groups where they measured the diversity levels: governing body (10%), employment (40%), employee transition (10%), supplier diversity (20%), and property ownership/management (20%).
  • As seen in the figure below, letters were assigned for each identified group based on the indicated percentage of minorities in those groups.

NAACP Opportunity and Diversity Report Card Scoring Guide

The figure below shows the report card of Wyndham Hotel and Resorts:  

Wyndham Hotel and Resorts Opportunity and Diversity Report Card

Bill and Melinda Gates Foundation Diversity Goals

The foundation avoids generic evaluation methods when evaluating their efforts. It focuses instead on creating tailored and high-quality assessment for each type of initiative that the foundation is supporting.

American Civil Liberties Union (ACLU) Diversity Goals

  • For the ACLU, some of its key performance indicators include the “amount and source of daily donation revenue, actions taken by supporters (protests sign-ups, event coordination, etc.), traditional media mentions and social media activity, and member retention metrics like email unsubscribes and donor churn.” The KPIs above are reviewed on a weekly basis.
  • For its quarterly KPIs, the organization measures the results of its effort to reduce inequity by counting the number of lawsuits that the organization litigates and future movements in earnings and activism.
  • The Data Insight and Analytics (DIA) department of the ACLU also analyzes statistics on the effectiveness of new initiatives such as voter education on civil liberty concerns.
  • On an annual or semi-annual basis, the organization also assesses all its initiatives to determine its progress, priorities, and directions. The organization’s progress is also evaluated based on its contribution to law and policy reforms, concrete victories, whether those victories translated to actual reform, network expansion, and other evaluation areas.
GLENN TREVOR
Glenn is the Lead Operations Research Analyst at The Digital Momentum with experience in research, statistical data analysis and interview techniques. A holder of degree in Economics. A true specialist in quantitative and qualitative research.

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