Mix’s approach

We don’t believe in data for data’s sake

When it comes to DEI, measurement and data analysis are essential tools for fostering inclusive workplaces and driving meaningful change. Our DEI Measurement and Data Service will help you harness the power of data to assess, track, and improve your DEI initiatives systematically and meaningfully.

Our service provides tailored data strategies that align with your specific DEI goals and organisational culture. We collaborate closely with your team to develop key performance indicators and metrics that accurately reflect the impact of DEI initiatives. Whether it’s measuring diversity in recruitment pipelines, tracking promotion rates among different demographic groups, or evaluating employee satisfaction with inclusion efforts, our strategies ensure you have the insights needed for informed decision-making and driving real change.

What you’ll get

We begin by developing a comprehensive DEI measurement framework aligned with your strategic objectives. This framework includes identifying relevant DEI metrics, setting benchmarks, and establishing data collection methods. Whether you’re aiming to improve diversity in recruitment, or promote equity in leadership, our service provides the foundation for measuring progress and identifying areas for improvement.

Using advanced analytics tools and methodologies, we analyse DEI data to uncover insights that inform strategic initiatives. This includes identifying trends, disparities, and opportunities within your organisation. Our data-driven approach helps pinpoint where interventions are needed most, ensuring resources are allocated effectively to achieve measurable DEI outcomes.

Because we believe in making data accessible and actionable, our service includes developing customised DEI reports and dashboards that visualise key metrics and trends. These reports provide stakeholders — from executives to DEI committees — with clear, concise information to monitor progress, track performance against goals, and make informed decisions.

Finally, because DEI efforts require continuous evaluation and adaptation, we’ll support you in continuous benchmarking against industry standards and best practices, enabling you to stay ahead of trends and regulatory requirements. Regular reviews and updates to your DEI measurement framework ensure it remains relevant and responsive to organisational changes and external factors.


of institutional investors subject ESG to the same scrutiny as operational and financial considerations
2022 Edelman Trust Barometer


the likelihood of companies with greater board-gender diversity financially outperforming those with less diversity on their board
McKinsey & Company, 2023


the gender pay gap in median hourly pay
Commons Library Research Briefing, March 2024

Frequently Asked Questions

DEI data and measurement involve systematically collecting, analysing, and interpreting data related to Diversity, Equity, and Inclusion initiatives within an organisation. It is crucial for assessing the effectiveness of DEI efforts, identifying areas for improvement, and making data-driven decisions to promote a more inclusive workplace culture. By quantifying diversity metrics and tracking progress over time, organisations can demonstrate accountability, drive strategic initiatives, and enhance overall performance.

The Mix DEI data service covers a range of metrics, including but not limited to:

  • Representation of diverse groups (e.g., gender, race/ethnicity, age, disability status) across different levels and departments.
  • Employee engagement and satisfaction levels among diverse groups.
  • Pay equity and promotion rates among diverse employees.
  • Participation in DEI training programs and initiatives.
  • Perception surveys to assess organisational culture and inclusivity.
  • Supplier diversity and procurement practices.

These metrics provide insights into areas where the organisation is excelling, and highlights those areas that require attention.

By leveraging data insights, organisations can make informed decisions, allocate resources effectively, and achieve sustainable DEI outcomes. Our DEI data and measurement service is designed to:

  • Identify and address disparities in representation and opportunities.
  • Enhance employee engagement and retention by fostering a more inclusive workplace.
  • Strengthen employer brand and reputation as a socially responsible organisation.
  • Drive innovation and creativity through diverse perspectives and experiences.
  • Mitigate legal risks by ensuring compliance with DEI-related regulations and standards.

Our DEI data collection involves various methods, including HRIS (Human Resources Information Systems) data, employee surveys, focus groups, and external benchmarking studies. We use advanced analytics tools and methodologies to analyse and interpret data, uncovering patterns, trends, and areas for improvement. We may also utilise customised reporting and dashboards to visualise key metrics and track progress over time.

Ensuring the confidentiality and integrity of DEI data is critical to maintaining trust, protecting individuals’ privacy, and complying with legal and ethical standards. Here are several key measures we implement to ensure DEI data is handled responsibly, securely, and ethically throughout its lifecycle.

  1. Data Encryption: We use encryption protocols to secure DEI data both in transit and at rest. This ensures that data remains unreadable to unauthorised parties, mitigating the risk of data breaches.
  2. Access Controls: Access to DEI data is strictly controlled based on the principle of least privilege. We implement role-based access controls (RBAC) to limit access to only those individuals or teams who require it for their specific responsibilities.
  3. Anonymisation and Pseudonymisation: Where applicable and feasible, we anonymise or pseudonymise DEI data to remove or obscure identifying information. This practice helps protect the privacy of individuals while still allowing for meaningful analysis and reporting.
  4. Secure Data Storage: DEI data is stored in secure environments, such as encrypted databases or cloud storage services that comply with industry standards for data security and privacy (e.g., ISO 27001, GDPR compliance).
  5. Data Minimisation: We collect and retain only the minimum amount of DEI data necessary to achieve our stated objectives. Unnecessary data is avoided to reduce risk and maintain compliance with data protection principles.
  6. Compliance with Regulations: We adhere to relevant data protection regulations and standards, such as GDPR (General Data Protection Regulation) in the European Union or CCPA (California Consumer Privacy Act) in the United States. Compliance ensures that DEI data handling practices meet legal requirements and industry guidelines.

Talk to us about DEI data and measurement

Make informed decisions, allocate resources effectively, and achieve sustainable, measurable DEI outcomes.

Thought leadership

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Understanding the Models of Disability: The Importance of Reasonable Adjustments

The models of disability help us understand how society defines and talks about disability. There are four main models we will discuss: the medical model, the charity model, the social model, and the celebratory model. Find out more in our quick guide.

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“I Don’t Care Who You Are, I Just Need You To Do Your Job”

DEI consultant and speaker Tom Crawford explains why not caring who your employees are is a problem for leaders. And how understanding employee motivations, self-awareness and role-modelling makes for a more inclusive workplace.

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