Research Brief
A recording for this session isn't published. Below is the BPI editorial brief — key takeaways, an in-depth summary, and FAQs drawn from the original session materials and the presenter's body of work.
Presenter
Corie Pauling
Description
*How do you define inclusion within your organization? What methods did you use to create this definition (e.g., literature search, working session with employees)? *Do you have an index that you use to capture inclusion and/or is it embedded in any other indices for leadership effectiveness (or otherwise)? *At what level of the organization do you track inclusion and how (if applicable)? *How open are you in sharing your insights on inclusion within (and outside) your organization? *How have you worked to engage key stakeholders in your analysis of inclusion? Which methods have you found to be most useful (i.e., interviews, focus groups, surveys, data analysis)? *What has been the most challenging part of developing your inclusion definition and/or index (if applicable)? *Based on what you know now, what might you do differently and what would you definitely not change?
This session delves into effective strategies for benchmarking Diversity and Inclusion (D&I) initiatives. It explores how organizations can accurately measure their progress, identify areas for improvement, and leverage data to foster a truly inclusive culture that drives innovation and performance. Understanding and applying D&I benchmarks remains crucial for organizations seeking sustainable growth and an equitable workplace.
What you'll learn
- Methods for establishing baselines and setting measurable D&I goals.
- Key performance indicators (KPIs) and metrics relevant to diversity and inclusion.
- Approaches to analyze D&I data and identify meaningful insights.
- Best practices for developing and implementing a D&I benchmarking framework.
- Strategies to communicate D&I progress and challenges effectively to stakeholders.
Who this webinar is for
This webinar is ideal for human resources professionals, D&I practitioners, organizational development leaders, and executives committed to fostering a diverse and inclusive workplace. Anyone responsible for shaping company culture, talent management, or strategic D&I initiatives will find this content valuable. Leaders seeking to refine their approach to D&I measurement and accountability are also ideal participants.
Why it matters now
In today's global and interconnected world, diversity and inclusion are not just ethical imperatives but critical business advantages. Organizations with strong D&I cultures outperform competitors in innovation, employee engagement, and financial results. Benchmarking provides the necessary tools to move beyond aspirations to tangible outcomes, ensuring D&I efforts are strategic, impactful, and continuously improving. Without effective measurement, D&I initiatives often lack direction and fail to achieve their full potential.
How leaders can apply this
Leaders can immediately apply the insights from this session by first assessing their current D&I data collection methods and identifying gaps. Begin by defining clear, measurable objectives for your D&I efforts and selecting appropriate benchmarks, both internal and external. Establish a regular reporting cadence for D&I metrics and integrate these insights into broader talent and business strategies. Use data to engage employees and stakeholders, fostering transparency and accountability throughout the organization. Corie Pauling highlights the importance of using data as a catalyst for genuine, long-term cultural transformation.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on workplace culture. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Corie Pauling's direct experience.
Who this is for
CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for workplace culture inside their organization.
Why it matters now
Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about workplace culture.
How to apply it
Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.