D&I Metrics and Accountability at Kiavi
Challenge
We realized we did not have insight into any potential equity issues between employee-groups in our workforce, whether around compensation, promotion and development opportunities. We also did not intentionally review our internal processes and procedures in terms of driving equity for employees.
Actions
We collaborated with the HRIS systems Lead and HR group to create a diversity, equity and inclusion dashboard that reports compensation levels (compa-ratios), promotion-rates, leadership representation and internal mobility rate by gender, ethnicity and age. We created dashboards with large enough sample-sizes such that individual data confidentiality is protected and any differences that appear are statistically significant. HR and executives partnered together to review the dashboard at the beginning and at the end of our semi-annual performance and compensation cycle and use that as a springboard to have conversations about our development and compensation processes, development paths for employees and compensation and promotion decisions.
Outcomes
Every department identified at least 1 action to take to improve internal development and performance processes. We also reviewed all compensation and promotion decisions in light of any gaps or discrepancies between employee-groups.
Contact
Richard Arts
Quote
Last year we realized we could do much more to drive conversations about diversity, equity and inclusion. We created ways for employees to engage in constructive dialogue together, and for managers to reflect on and review our internal processes and decisions. I am proud of the team for engaging candidly and being vulnerable. At the same time, I have realized that significant change and progress requires continuous effort. Therefore, diversity, equity and inclusion will be part of our company goals and top priorities in the future with specific action plans throughout the year.