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Driving real ID&E change: Measuring what matters

March 8, 2022

In brief


increase in trust


increase in job satisfaction


increase in workplace rating

Understand what you’re measuring and why, then set a course


Promoting a sense of empowerment and well-being among all constituents by providing equal access to opportunities.


Representing the world’s differences, including but not limited to, ethnicity, gender, race, age, sexual orientation, and ability.


Ensuring a voice among all people, fairly and without bias.

1. Identify ID&E metrics

calibrated to the goals of the organization and to the challenges within the industry and market.

2. Define how to measure

KPIs throughout the company, which tools to use, the process, incentive structure, and cadence within the organization.

3. Determine reporting strategy

for information to be shared internally and publicly.

4. Create feedback loops

based on measurements, to continually assess metrics and measurement processes and to inform actionable initiatives.

Step 1 - Identify ID&E metrics: Measure what matters

Step 2 - Define how to measure: Account for process and cadence

Step 3 - Determine reporting strategy: Ensure transparency and accountability

Step 4 - Create feedback loops: Implement processes that compel improvement

"A good practice is the 'rule of three' which requires at least three members of a non-dominant group to be part of every leadership or organizational governing body."

— NIKKI MENDONÇA, Managing Director – Accenture Song, Software & Platforms, Global

Four key steps to measure progress and improve ID&E:

About the Authors

Nikki Mendonça

Managing Director – Accenture Song, Software & Platforms, Global


Senior Principal — Talent & Organization, Talent Research, Global

Debra McCormack

Global Board Effectiveness and Sustainability Lead

Melanie Eusebe

Principal Director – Talent & Organization, Inclusion, Diversity, & Equity, UKI


Senior Manager – Strategy, Software & Platforms