To be sure that you are creating an inclusive workforce, it is highly recommended that you monitor and understand the following: who you are hiring, who gets recognised for high performance, who receives pay rises, and how employees feel about working in your culture. Crucially, it is vital to understand if any inequalities exist between groups. This will be reflected in your employee lifecycle (i.e. what level people join at, how they progress and at what point they leave the organisation).

D&I Employee Lifecycle checklist

• Track who is applying for the jobs you advertise: At the recruitment stage, you can monitor who is applying for your roles by including in the application process questions related to protected characteristics and analysing how this is reflected in terms of those who are actually recruited. It is important to ensure that any diversity questions are separated from the application form used to select those to be called for interview. 
• Set hiring principles: This means you will consider candidates fairly, giving them a good experience of your brand. You’ll also have clear decision-making criteria so that you are building a great team. Hiring principles can look different from company to company, and this is where you can decide what’s important for your growth and how to build a D&I framework from the very start. Hiring principles should always be aligned to broader company values, and it’s important to define and demonstrate these values every step of the way. Note, however, that all recruitment decisions need to be based on hiring the best candidate as it is unlawful to select an inferior candidate solely because they fit within a specific D&I goal.
• Monitor who progresses at the performance rating/appraisal/pay review stages: You can track your distribution of ratings and pay to identify if you are inadvertently favouring a particular group of people over another.
• Track who is leaving your organisation: You can gather data on who is leaving your organisation based on their employee profile, and add data from exit interviews to understand whether inclusion or belonging has played a role in their decision to leave.

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