Performance Metrics Flashcards

What does 'regrettable attrition' measure in a diversity scorecard?

Answer: Voluntary departures of employees the organization wanted to keep

Regrettable attrition tracks the loss of high-value employees the organization would have preferred to retain.

Which framework links diversity metrics across financial, customer, internal process, and learning-and-growth perspectives?

Answer: Balanced scorecard

Kaplan and Norton's balanced scorecard uses those four perspectives to tie metrics to strategy.

Level 3 of Kirkpatrick's model for evaluating a diversity training program measures what?

Answer: Behavior change on the job

Level 3 checks whether participants apply what they learned in their actual work behavior.

A company reports 40% women in its workforce but only 15% in senior leadership. Which analysis best pinpoints where women drop out?

Answer: Pipeline or funnel analysis by job level

A pipeline analysis shows representation at each level, so you can see where the drop-off happens.

Which goal is best written according to SMART criteria?

Answer: Increase women in director roles from 22% to 30% by December 2027

That goal is specific, measurable, achievable, relevant, and time-bound.

Comparing promotion rates of employees of color with those of white employees at the same level mainly tests for what?

Answer: Equity in advancement

Comparing promotion rates at the same level shows whether advancement opportunities are distributed fairly.

Why is intersectional analysis, such as looking at Black women as a group, important in diversity metrics?

Answer: Single-dimension data can hide disparities affecting people with multiple identities

Looking at gender or race alone can mask outcomes for groups at the intersection of both.