Quantitative Measurements for Senior managers within the US

In addition, senior managers will want to consider the following measurements:

Representation of executive employees: What is the visible diversity within the executive population? You should analyze the executive population – usually defined as the direct reports to the CEO – and identify the percent of men, women, Whites, African Americans, Hispanics, Asians, and Native Americans. Are these percentages consistent with the rest of the organization? Which groups are under-represented?

Representation of senior managers: What is the visible diversity of the direct reports to executives? You should analyze the direct reports to executives and identify the percent of men, women, Whites, African Americans, Hispanics, Asians, and Native Americans. Are these percentages consistent with the rest of the organization? Which groups are under-represented? The Career development and planning section may give you some ideas for resolving the disparity

Representation of senior management pipeline: What is the visible diversity of the people most likely to replace the direct reports to executives? You should analyze the people most likely to replace the direct reports to executives and identify the percent of men, women, Whites, African Americans, Hispanics, Asians, and Native Americans. Are these percentages consistent with the rest of the organization? Which groups are under-represented? The career development and planning section may give you some ideas for resolving the disparity.

This toolkit is provided for informational purposes only. It is not intended to replace legal, compliance, or other professional advice. TWP assumes no liability for the use of this toolkit.
Web-based Leaders' Toolkit, © Copyright, 2002. Technology Workforce Partners. All Rights Reserved. Technology Workforce Partners was a consortium of high technology companies that worked collaboratively on diversity issues in the workplace from 1995-2005.