Performance Metrics Flashcards

Private US employers with 100 or more employees must file which report showing workforce data by race/ethnicity, sex, and job category?

Answer: EEO-1 Component 1

The EEO-1 Component 1 report collects demographic workforce data by job category for the EEOC.

An ERG reports 500 members but the diversity executive wants to show business impact. Which metric is the strongest evidence?

Answer: Retention rates of ERG members compared with similar non-members

Comparing retention against a similar group connects ERG participation to a business outcome instead of just activity.

Supplier diversity performance is most commonly measured as what?

Answer: Percentage of total addressable spend with certified diverse suppliers

Diverse spend as a share of addressable procurement spend is the standard supplier diversity metric.

A survey shows a 3-point gap in inclusion scores between two groups, but each group has only 12 respondents. What is the most appropriate interpretation?

Answer: The gap may not be statistically significant and should be treated with caution

Small samples produce wide confidence intervals, so small gaps may just be random variation.

What is the main purpose of voluntary self-identification campaigns in diversity measurement?

Answer: To improve the accuracy and completeness of demographic data

Self-ID campaigns increase disclosure rates, which makes demographic analysis more accurate, including for disability, veteran status, and LGBTQ+ identity.

To calculate the ROI of a mentoring program for underrepresented employees, which formula applies?

Answer: (Program benefits − program costs) ÷ program costs × 100

ROI is net benefits divided by costs, expressed as a percentage.

Which practice best builds accountability for diversity metrics among senior leaders?

Answer: Tying a portion of leader performance reviews or incentives to diversity and inclusion goals

Linking D&I goals to leader evaluations and incentives creates direct ownership of results.