Effective workforce measurement strategies in the current climate

In today’s environment, conversations around diversity, equity, and inclusion can feel trickier than ever. If your organization does business in the United States, you may be questioning current policies and procedures, asking, “Should my organization pull back from inclusion efforts, double down, or continue the work quietly?” Or, “Do we need to change how we are measuring our workforce and their experiences?” The apprehension that you and others in your organizations are feeling is real and it leaves HR and business leaders like you wondering whether previous practices can or can’t continue.

There is no one-size-fits-all approach. Every organization is going to adopt a different strategy depending on factors such as industry, the demands of clients or customers, and whether it is a US federal contractor. Understanding the unique position of your organization is a discussion that should involve cross-functional stakeholders, including legal counsel. Ultimately, it may make sense for some organizations to make changes to or even stop certain practices.

However, maintaining a robust workforce measurement program is the smart thing to do — and it can be done effectively and appropriately in this landscape.

Disclaimer: This information does not constitute legal advice and is intended solely for educational purposes. Please consult your legal counsel to determine the most appropriate course of action for your organization and to protect privileged work and communications. Use these guidelines to help inform your discussion with your attorneys.