A representative organizational diversity metric: a dashboard measure for executive action

E. Holly Buttner (Department of Management, The University of North Carolina at Greensboro, Greensboro, North Carolina, USA)
William Latimer Tullar (Department of Management, The University of North Carolina at Greensboro, Greensboro, North Carolina, USA)

Equality, Diversity and Inclusion

ISSN: 2040-7149

Publication date: 16 April 2018

Abstract

Purpose

Workforce analytics is an evolving measurement approach in human resource (HR) planning and strategy implementation. Workforce analytics can help organizations manage one of their most important resources: their human capital. The purpose of this paper is to propose a diversity metric, called the D-Metric, as a new tool for HR planning. The D-Metric can be used to assess the demographic representativeness of employees across skill categories of an organization’s workforce compared to its relevant labor markets.

Design/methodology/approach

The authors present a real example and discuss possible applications of the D-Metric in HRM strategic planning and diversity research.

Findings

The D-Metric is a statistic useful in assessing demographic representativeness in the occupational categories of an organization’s workforce compared to the demographics of its relevant labor markets. The methodology could be implemented to assess an organization’s work force representativeness on dimensions such as race, sex, age and pay levels. When the labor market is unitary, without measurable variance, a substitute metric, the U-Metric also presented in this paper, can be used.

Research limitations/implications

Use of the D-Metric requires publicly available labor market data with variance across labor market segments.

Originality/value

There currently is no published metric that evaluates the representativeness of an organization’s work force relative to its relevant labor markets. Many organizations seek a demographically representative workforce to better understand their diverse customer segments. Monitoring the representativeness of an organization’s work force, as captured in Equal Employment Opportunity (EEO-1) forms in the USA, for example, is an important component of HR management strategy. From a legal perspective, the D-Metric or the alternative U-Metric, could be useful in showing progress toward a demographically representative work force.

Keywords

Citation

Buttner, E. and Tullar, W. (2018), "A representative organizational diversity metric: a dashboard measure for executive action", Equality, Diversity and Inclusion, Vol. 37 No. 3, pp. 219-232. https://doi.org/10.1108/EDI-04-2017-0076

Download as .RIS

Publisher

:

Emerald Publishing Limited

Copyright © 2018, Emerald Publishing Limited

Please note you might not have access to this content

You may be able to access this content by login via Shibboleth, Open Athens or with your Emerald account.
If you would like to contact us about accessing this content, click the button and fill out the form.
To rent this content from Deepdyve, please click the button.