The ways companies track DEI effectiveness needs to be a consideration. Johnson sees measuring DEIB effectiveness in revenue as a major misstep. Instead, she says it should be measured by employee satisfaction.
“Leaders may want to witness immediate results, but the effects of DEIB efforts won't happen overnight; reaching desired outcomes takes time, consistency, and leadership alignment,” says Johnson. “Often, [organizations] use metrics directly tied to immediate financial gains, leading them to question the value of these initiatives. However, it's crucial to recognize that a DEIB program's main purpose is to cultivate an inclusive workplace, which contributes to employee satisfaction and improved retention rates.”
Kromis recommends using key performance indicators (KPIs) to accurately assess progress. KPIs can be subbed into two categories.
“KPIs can be both structural and behavioral. While structural KPIs include quantitative data like representation statistics, we equally value behavioral KPIs that provide qualitative insights into our DEI efforts,” she says. “The qualitative evidence we collect from [company] initiatives offer invaluable insights into the effectiveness of our strategy,” she says.
By the end of 2026, Model N hopes to achieve 6% Black employee representation in the U.S., and 50% women representation at all levels, globally.
While organizations are working to put the right processes in place that scope how well their efforts are landing, they should continue being open and striving to tackle new DEIB goals.
Laura Selig, chief people officer at Model N, a revenue management solutions provider, has big goals for her company. In fact, by the end of 2026, Model N hopes to achieve 6% Black employee representation in the U.S., and 50% women representation at all levels, globally.
And as Model N is curating new objectives and striving steadfastly toward them, it’s pertinent that employees are kept in the know for them to assist with the process. “Companies should never keep employees in the dark about a policy that impacts them. Employees should be aware of what’s happening in their workplace, and they should contribute to shaping the company goals,” she says.
ChartHop’s Johnson thinks getting employees involved empowers the whole company to work cohesively toward DEIB objectives. “Achieving an environment that fully embodies DEIB requires the collective effort of every employee — not just any one department. Making meaningful progress is much easier when everyone is on the same page and working together,” she says.
By being honest about the challenges and triumphs along the way to becoming a truly equitable organization, leaders can reverse negative trends and create a welcoming and safe workplace.