Four Key Metrics
To support aspirational progress, companies are encouraged to track indicators such as the percentage of women hired each year, the proportion of women among new hires, and the gender breakdown of applicant pools. These insights are intended to guide continuous improvement—not to set quotas—but to help organizations better understand where opportunities exist to advance inclusion in recruitment and hiring.
To support aspirational progress and inform internal decision-making, companies are encouraged to track indicators such as: the percentage of women promoted, promotion rates by gender, the percentage of women in the promotion candidate pool, the proportion of women in the pipeline for senior leadership consideration, and the percentage of women included in senior leadership succession plans. These insights are not intended to set quotas, but to help organizations identify opportunities to advance inclusive leadership development.
To support aspirational progress and strengthen retention strategies, companies are encouraged to track indicators such as: the overall percentage of women in the organization, gender representation across the workforce, attrition rates by gender, and retention rates comparing women and men. These metrics are intended to help organizations better understand trends—not to enforce quotas—and to identify where greater support or engagement may be needed.
Companies are encouraged to track the percentage of women in senior leadership roles—including board positions, the C-suite, and other senior executive roles. In addition, organizations are encouraged to assess their progress in providing high-potential women with access to both sponsorship and mentorship opportunities. These insights are intended to support aspirational progress and inform strategies for advancing leadership representation.”
To support more inclusive talent management strategies, we encourage companies to lead with data and follow with intention. Our optional metrics survey equips organizations with a clear view of internal opportunities and offers broader context through aggregate coalition insights. With years of comparative data, we help identify trends and provide high-level recommendations to close persistent gaps in leadership representation—empowering companies to take focused, informed action as part of their long-term talent strategy.
This survey is a key component of advancing our shared mission and is included in your coalition membership at no additional cost. We recognize that data availability varies across organizations, so the survey is designed to be simple, flexible, and adaptable to companies of all sizes. It is administered by a trusted third-party partner with deep expertise in confidential measurement. All results shared with the coalition are aggregated and anonymous. The survey is currently conducted every 2 years.
Questions about the survey or joining the coalition? Contact Beth Kent bethkent@paradigm4parity.com.
