Use people metrics to better understand the workforce and drive accountability

What’s measured matters. Encourage demographic self-identification by employees. Use data to better understand the workforce and people’s sentiments, and to thoughtfully develop people-related goals. Share the data to promote transparency and accountability.

People metrics and understanding employee sentiments can help reinforce dignity.

Accountability is an important dignity element. And what’s measured matters: Data, including diversity data, can indicate problem spots on the ground, including sometimes unforeseen structural inequities. Organizations that compile and share workforce-related data and measure sentiments regarding the behaviors that honor dignity and drive inclusion are holding themselves accountable to their commitments. Listening to employees shows that the organization values their voices, which honors dignity. Failing to carefully collect, share, and act on this data signals to employees, particularly those in underrepresented groups, that form trumps substance when it comes to dignity and inclusion.


“The true culture of an organization is the cumulative product of daily interactions between colleagues or among managers and teams. Gathering data that reveals what’s happening in these interactions—and, more importantly, acting on it—is essential.” (Fast Company)

The key organizational functions that play a role:

  • People analytics or other human resources teams

  • Communications teams

  • Operations teams

  • Policy/legal teams

  • Inclusion and diversity teams

What the organization can do: Actions

1. Ask for your employees’ input in structured ways that encourage trust.

2. Make sure diversity-related data and goals are collected, analyzed, and shared.

3. Assessing Psychological Safety (Tool)

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