Collect qualitative and quantitative data to help identify and understand the issues and then create an evidence-based strategy and measure progress and success.

Diversity metrics measure the balance of people in the workplace. Inclusion metrics measure if the employee experience is equal.


Collecting qualitative and quantitative diversity inclusion data on the workforce enables organisations to:

As Baroness McGregor-Smith pointed out in the Race in the Workplace review, “no employer can honestly say they are improving the ethnic diversity of their workforce unless they know their starting point and can monitor their success over time”.

'It stands to reason that someone from a historically underrepresented group might not have as large of an internal network as someone from the majority group. Leveraging relational analytics, or organizational network analysis, business leaders can use those insights to identify groups of employees that may not organically or informally be getting exposure to the right opportunities and create a formal program to address that gap', Pam Jeffords - PwC's Workforce of the Future Diversity & Inclusion Leader, 'Making progress on diversity and inclusion means getting the data right'.


Tech Talent Charter's D&I data survey template and guide

During our April 2021 hackathon, subject matter experts were tasked with developing a new employer product, 'How to gather workforce inclusion and diversity data' and below is the product this team produced (and won the hackathon)

In May 2020, subject matter experts came together to hack this topic and their 'roadmap' is below- it details the high-level menu of the most important actions organisations should consider with respect to creating a data-driven D&I strategy.

During our October 2021 Hackathon, subject matter experts came together to hack the topic 'Setting and embedding inclusion and diversity targets**'.** This team's product is here.

TTC Hackathon November 2021 - Setting and Embedding Targets.pdf