How to measure diversity in Hiring

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    Creating a diverse and inclusive workforce has been an important part of the hiring process for several companies in recent decades, and significant resources have been devoted to diversity, equity, and inclusion initiatives. Diversity and inclusion in the workplace have therefore been a hot topic for several years. Particularly in 2020 as more companies publish their diversity figures and deliver on their promise to become more inclusive.

    In today’s world, diversity and a multicultural background are very important factors to consider when hiring employees, as evidenced by the growing number of inquiries on this topic. It is extremely important to communicate this commitment to inclusion and diversity effectively to attract the best possible applicants.

    In a survey conducted by Glassdoor, more than 50% of the incumbent employees wanted the workplace to dedicate more resources to enhancing diversity, and employer diversity was found to be important during the assessment of employment prospects by 67%. Recruitment can be further enhanced by using data from interviews to make better decisions regarding the hiring process. 

    Before we get directly to the answers, it is important to understand why diversity needs to be measured in the interview/hiring process. First, it is well known that diversity in the workforce leads to better performance in the organization. A diverse workforce increases the quality of ideas, perspectives, and overall vision. It improves the way different challenges are handled, increases innovation, and helps in achieving goals accurately. Moreover, the goal of diversity is the right thing to do. We must learn to overcome our unconscious biases and select people based on merit and qualifications, regardless of any form of discrimination.

    Let us now discuss how to measure diversity in a company.

    Track essential data

    Such as representation using necessary data sources: Companies must track the composition of their workforce so they can increase diversity in the hiring of future candidates by analyzing the current members. 

    Tracking of retention rates such as the attrition rate of men vs women should also be done. Metrics that can span the entirety of the hiring process from the applicant pipeline diversity to the hiring conversion rates. Data sources such as an HRIS and ATS can be used to achieve the structuring of data for a thorough analysis of the diversity ratio in the workplace. Use a video interviewing tool that is specially designed to track interview data

    Scoring Systems

    Since interview scores allow you to see if there are any systemic differences in the scoring of candidates across different areas such as demographics, their team, etc, score differences can be a source of bias in the procedure of hiring. Scoring systems can take the average of scores acquired on the multiple skills which were being tested in the interview, with each skill respectively aligned to each role for a relatively accurate result. Statistical approaches such as a t-test and analysis of variance (ANOVA) can be used if there is a large difference between the sample candidates such could help narrow the skill categories and achieve an answer.

    Picture from Testing for racial differences with multiple scoring categories

    Fig 1: Testing for racial differences with multiple scoring categories (credit:

    Once a visual representation of how the candidate scores in the interview is acquired, you can use methods such as thorough job analysis and structured interviews while tracking the interview score. BarRaiser Global Scorecard (BGS) is another example of how the interview data is captured.

    Communicate clearly

     It is necessary to measure diversity transparently and respectably and to communicate in a manner that puts the candidates at ease.  This can be done by conducting a survey. How that can be done is:

    • Openly communicating the purpose of the survey- for diversity and inclusion
    • Ensuring anonymity in the survey and data collection
    • Make the survey an optional aspect of the job application- and state clearly that it would not change the status of their job application process in any way.

    Usage of careful and respectful survey language

     The different elements of the identity of your candidates that you should be careful asking in the survey should be included but not limited to:

    • Sexual Orientation
    • Race
    • Religion
    • Sex/Gender
    • Ethnicity
    • Neurodivergent behavior/disabilities
    • Socio-economic status

    Based on those factors, the language used to assess the diversity of your prospects must be intelligent, polite, and inclusive. To be more inclusive and promote diversity, all communications in the hiring process (& later) should be inclusive. Learn how to write inclusive job descriptions.

    Analysis of the Survey

    Establish a standard for diversity

    • Comparison of the numbers in each pipeline stage from the initial job applications received to the final candidate selections and final hires. (top of the recruitment funnel to the bottom of the recruitment funnel)
    • Identify any form of inconsistencies in the promotions, perks given, and advancements based on different characteristics.
    • Identify any form of gaps or differences in the benefits, perks, pay, and bonuses given so that every candidate has equal opportunity and feels valued as a member of your company.

    Thus, Diversity Equality and Inclusion (DEI) is an extremely pertinent and crucial aspect of business strategy and to help ensure a fully diverse and equitable working environment, Barraiser is committed to helping you out and furthering your DEI efforts to ensure an inclusive workforce using the correct procedures. At Barraiser,  we strongly advocate and believe in equality of opportunity, and therefore we wish to discuss how much diversity truly matters to job seekers and employers.


    In the quest for building diverse and inclusive workplaces, measuring diversity hiring is a crucial step. By actively implementing hiring strategies that prioritize diversity and adopting inclusive practices, organizations can create environments where individuals from all backgrounds feel valued and empowered.

    Understanding the diversity of candidate meanings is fundamental to this process. It means seeking out individuals with varied backgrounds, experiences, and perspectives to bring fresh ideas and insights to the table. Beyond checking boxes, hiring for diversity involves creating a culture that values and celebrates each team member’s individual contributions.

    To effectively measure diversity in hiring, organizations can implement a range of strategies. This includes actively recruiting diversity by tapping into diverse talent pools, partnering with organizations that promote inclusivity, and leveraging diverse job boards and recruitment channels. By casting a wider net, organizations can attract more diverse candidates and create opportunities for individuals who were previously overlooked. Organizations can establish metrics such as the percentage of diverse candidates in the applicant pool, interviewees, and hires. Embracing diverse hiring practices is equally important.

    In conclusion, measuring diversity in hiring requires a proactive and inclusive approach. By embracing diversity hiring policies that prioritize diversity, establishing meaningful metrics, and implementing inclusive practices. Organizations can cultivate environments that celebrate diversity and harness the power of diverse perspectives. Together, let’s strive for workplaces that reflect the rich tapestry of our society and create opportunities for all.

    People also asked

    What metrics are used to measure diversity and inclusion?

    1. Representation: This measures the proportion of underrepresented groups (e.g. women, people of color, and people with disabilities) in the workforce.
    2. Hiring rate: This measures the proportion of job offers that are extended to underrepresented groups.
    3. Applicant-to-hire ratio: This measures the ratio of applicants from underrepresented groups to the number of hires from those groups.
    4. Employee retention rate: This measures the proportion of underrepresented employees who remain with the company over time.
    5. Promotion rate: This measures the proportion of underrepresented employees who are promoted within the company.

    These metrics should not be used in place of other qualitative approaches such as surveys, interviews, and focus groups. It can get a comprehensive understanding of diversity and inclusion in the hiring process.

    What are the three factors to consider while hiring for diversity?

    Some of the most important factors include:

    1. Job requirements: It is important to evaluate job requirements and ensure that they are truly necessary for the role, rather than being based on stereotypes or biases.
    2. Recruiting processes: Organizations should review and assess their recruiting processes to ensure that they are inclusive and do not perpetuate bias or discrimination. This includes developing inclusive job postings, creating diverse interview panels, and ensuring that all candidates are evaluated fairly.
    3. Diversifying the candidate pool: Organizations should actively seek out candidates from diverse backgrounds and underrepresented groups. This includes reaching out to community organizations, attending diversity job fairs, and leveraging employee referrals. Additionally, organizations should consider using blind resume reviews to remove unconscious bias during the initial review of candidates.

    It’s worth noting that diversity is not just about race and gender. It’s also about diversity in thought, experience, skills, and background. Also, the organization’s culture, policies, and practices should be inclusive and support diversity, equity, and inclusion.

    How to design an interview scorecard?

    1. Define competencies: Identify the key competencies required for the role and the specific skills, experience, and qualifications that are needed. For example, a customer service role may require strong communication skills and the ability to work well under pressure, but not necessarily a specific degree or background.
    2. Develop evaluation criteria: Develop assessment standards that correspond with the necessary skills and are founded on job-related elements. Refraining from using criteria that could continue prejudices or unfairness. For example, not using GPA or school attended as criteria for the evaluation.
    3. Assign weighting: Deciding on the relative importance of the evaluation criteria by assigning weighting to each one. This will help to ensure that the most important competencies are given the most consideration during the interview process.
    4. Consistency: Ensuring that the same evaluation criteria and weighting are applied to all candidates, regardless of their background or demographic.
    5. Review and update: Review and amend scorecards regularly occasion to ensure it matches the company’s diversity and inclusion goals and avoids prejudice.
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