Real inclusion doesn’t work that way. It needs to be tracked, measured, and refined, just like any other strategic priority.

At MYCA, we help organizations move beyond gut feelings and vague claims by building clear, actionable inclusion metrics into every engagement.

What Should You Track?

When it comes to measuring inclusion, there’s no single “score.” But there are powerful indicators that tell the story of how your people experience work.

Engagement

• Are employees participating in team discussions and offering new ideas?
• Do pulse surveys show psychological safety and belonging?
• Are engagement scores rising over time, particularly among underrepresented groups?

Retention

• Are you seeing higher turnover in specific teams, roles, or demographic groups?
• Do exit interviews cite issues related to fairness, voice, or respect?

Complaint Resolution

• Are employees using reporting systems?
• Are complaints resolved in timely, transparent ways?
• Do people feel safe to come forward without retaliation?

These are the metrics that reveal if your culture is truly inclusive or if employees are quietly opting out.

Using Feedback to Refine Training & Culture

One of the ways we support our clients is by helping them connect the dots between feedback and future training. If pulse surveys show that team meetings are silencing certain voices, we design microlearning around inclusive facilitation. If exit interviews reveal patterns tied to supervisor bias, we customize leadership programs to address it.

Because metrics don’t matter unless they drive action.

Transparency vs. Performative Metrics

Leaders sometimes fear sharing numbers on inclusion and belonging. But transparency, paired with real plans to improve, is far more powerful than glossing over challenges.

At MYCA, we encourage clients to use metrics to:

• Spot problems early
• Build trust by communicating honestly
• Celebrate progress (even small wins)
• Adapt training and practices to where your organization is now, not where you hope it is

Build a Culture That Learns

Inclusion is never “done.” It’s an evolving practice, supported by the data you collect and the stories behind those numbers.