Over the past nine months, the DEI landscape has changed dramatically. Organizations have evolved their programs, restructured teams, and in some cases, even stopped calling it “DEI” altogether. But perhaps the biggest and most complicated shift in our inclusion strategies is around measurement.
Many of the traditional indicators of progress are now under heightened scrutiny, and legal teams are advising against certain metrics once considered standard. In that uncertainty, some organizations have paused measurement altogether.
But that can’t be the answer. If we stop measuring inclusion, we stop making progress. And failing to get inclusion right comes with significant organizational costs. Research shows where inclusion is low, employees experience 1.2 to 2.6 times more burnout, productivity drops by 18%, absenteeism rises 37%, and employees are 4.6 times more likely to leave within a year.
To address this dilemma, Seramount researchers have been hard at work identifying the right metrics to truly measure inclusion in the workplace today. Our goal: to move beyond traditional diversity indicators and provide organizations with tools that make inclusion measurable, actionable, and low-risk.
What Is Inclusion, Really?
Historically, inclusion has taken a back seat to diversity and equity when it comes to measurement. Representation goals and pay-equity analyses offered clear, quantifiable targets; inclusion, by contrast, has always felt more nebulous: harder to define, harder to measure, and harder to link directly to business outcomes.
That lack of clarity is one of the biggest barriers to progress. You can’t measure what you don’t first define, and inclusion has been defined in countless, sometimes conflicting, ways across organizations and industries. Without a shared understanding of what inclusion is, even the best-intentioned leaders struggle to identify which metrics truly matter.
That’s why Seramount set out to bring greater clarity to the concept of inclusion itself. Through extensive research, including a meta-analysis of more than 20 years’ worth of academic and practitioner studies, Seramount has identified the core drivers of inclusive cultures within an organization’s control.
At its foundation, an inclusive workplace is one where employees:
Feel psychologically safe on their teams
Believe their contributions are valued
See their identities reflected across the organization
Trust that inclusive behavior is a cultural norm expected of everyone
These four experiences define what inclusion is, and, in turn, reveal what organizations should be measuring. They transform inclusion from an abstract ideal into something observable, actionable, and ultimately measurable.
How Can We Measure Inclusion Now?
Now that we have a clear definition of what inclusion looks like, the next question is how to measure it. Building the next era of meaningful metrics requires focusing on two complementary methods: employee metrics and organizational metrics.
1. Employee Metrics: Understanding the Experience
Employee metrics measure the lived experience of inclusion, or how employees feel, contribute, and interact within their teams. These insights often come from engagement or inclusion surveys, but too often, the right questions aren’t being asked.
Many surveys rely on proxies for inclusion (“Do you have a best friend at work?”) rather than assessing the behaviors and experiences that truly create it.
To measure inclusion effectively, organizations need to assess specific, observable behaviors tied directly to the four drivers of inclusion. These behaviors become clear indicators of inclusion, such as whether managers actively invite input from their teams, respond transparently to feedback, or consistently recognize diverse contributions. Seramount’s research team explores this in depth through our Pathway to Inclusion framework, a research-driven process designed to help leaders diagnose, prioritize, and operationalize inclusion. Want to dig deeper? Reach out to connect with one of our experts.
2. Organizational Metrics: Measuring Systems and Structures
While employee metrics reflect the day-to-day experience of inclusion, organizational metrics assess how deeply inclusion is built into your systems, policies, and programs.
For more than 40 years, Seramount has helped organizations measure and benchmark inclusion through tools such as our Talent and Inclusion Index and the 100 Best Companies application. These low-risk, confidential assessments evaluate inclusive workplace practices and family-friendly benefits to help organizations:
Identify opportunities for improvement
Compare results against those of their peers
Inform board and executive reporting
Demonstrate the business impact of inclusion
Each participating organization receives a complimentary scorecard that provides a clear snapshot of overall performance, highlighting strengths to celebrate and identifying areas for further development. Participants can also request confidential peer comparisons, detailed reports, and expert consultations to refine strategies that strengthen inclusion, benefits, and employee well-being.
In today’s environment , where traditional inclusion data collection is under scrutiny, these metrics provide a credible, compliant way to demonstrate real progress and organizational accountability.
Our next Talent and Inclusion Index application window is open from December 10 to March 13.
Join our upcoming information session on November 18 to learn how your organization can participate and benchmark its progress.
The Bottom Line
The fact is inclusion has never been more important or more at risk. Seramount research shows that one in three employees still does not feel included in their workplace. Yet, at the same time, the work of advancing inclusion is under increasing scrutiny. If organizations can’t demonstrate impact, it becomes harder to defend, resource, and sustain.
That’s why finding a new, credible way to measure inclusion is so critical. A strong measurement strategy doesn’t just prove progress; it protects it. Seramount’s frameworks are built to help organizations identify what drives inclusion, measure it meaningfully, and translate those insights into action.
To continue the conversation, join us on November 6 for Measuring What Matters for People and Performance, Seramount’s member conference showcasing new research and practical execution strategies, including the latest insights on employee metrics and using data to drive meaningful change. Contact us to learn more about the event.
Kayla Haskins is an Associate Director, Product Marketing at Seramount. In this role, she supports DEI Practitioners and Talent Leaders in creating more inclusive workplaces by providing valuable insights and resources through webinars, blog posts, guides, infographics, and more.
With nearly a decade of experience in the technology and non-profit sectors,
Kayla Haskins is an Associate Director, Product Marketing at Seramount. In this role, she supports DEI Practitioners and Talent Leaders in creating more inclusive workplaces by providing valuable insights and resources through webinars, blog posts, guides, infographics, and more.
With nearly a decade of experience in the technology and non-profit sectors, Kayla excels in translating complex ideas into clear, actionable concepts. She is passionate about storytelling and is dedicated to addressing today’s most pressing workplace issues to drive meaningful impact.
Kayla holds a degree in English and Creative Writing from Dickinson College. She lives in Silver Spring, MD with her partner, Nick, and their dog, Zero. In her free time, she enjoys hiking, reading, and spending time with family and friends.
