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BEAM TOOLKIT FOR I&D

Calibrating Your Legally Compliant Inclusion and Diversity Efforts

This toolkit provides HR professionals with tools to calibrate their legally compliant inclusion and diversity (I&D) efforts. Collecting and analyzing the right data and continuously reviewing your strategies for fairness and equal opportunity ensures legal, workforce unifying, business accretive I&D.   

Introduction

Creating an inclusive and respectful workplace culture begins with listening and acting with intention. Structure the calibration process for legally compliant inclusion and diversity (I&D) initiatives on four components to ensure integrity, impact, and compliance.  

  1. Tools and templates: The importance of structured tools and methodologies that enable professionals to consistently and effectively gather employee insights on I&D, foster transparency, and inform action cannot be overstated. 
  2. Measurement: Grounding I&D impact in measurable data and focusing on progress indicators, rather than quotas or numerical goals, allows the evaluation of effectiveness without compromising fairness or exposing the organization to potential legal risks.
  3. Interpretation and messaging: Interpreting I&D data accurately and crafting clear, consistent messaging fosters trust, strengthens engagement, and supports alignment with organizational values, advancing progress toward fairness and equal opportunity for all employees.
  4. Compliance: HR professionals need to work with legal counsel to evaluate I&D strategies and align employment practices with legal standards. 

Legally compliant inclusion isn’t driven by quotas, set-asides, goals, or preferential treatment. Inclusion means creating structures within which every employee — regardless of role or background — can contribute, be heard, and succeed based on merit and performance (referred to as “inclusion” or “legally compliant I&D”). An organization’s effectiveness at legally compliant I&D hinges on measuring what matters, such as the applicant and employee experience, the perception of organizational fairness, and the impact of developmental opportunities. 

SHRM's Belonging Enhanced by Access Through Merit (BEAM) Framework is a resource that can help employers implement I&D strategies that are legally compliant, workforce unifying, and business accretive.

Table of Contents

  1. Introduction
  2. Methods to Gather Feedback
  3. What to Measure
  4. Messaging and Interpretation
  5. Expert Advice

BEAM Framework Principles

Inclusion

Opportunities open to all, without regard to a person's sex, race, or any protected status and without excluding any protected group.

Access for All

Initiatives designed to engage talent without regard to a person’s protected status, ensuring people from all backgrounds can access opportunities.

Merit-Driven

Opportunities based on job-related qualifications and requisite skills, knowledge, or performance without unlawful preferences or quotas.

Inclusive and Accessible Information

Initiatives clearly and consistently communicated through inclusive and broad-reaching channels.

Skills-First Optimization

Providing or supporting skill-building to help all eligible people improve skills, qualifications and relevant experience.


FEATURED EVENT:
SHRM Blueprint conference logo


SHRM’s flagship event dedicated to advancing inclusion and diversity in the workplace. 

Learn More

Methods to Gather Feedback

Creating an inclusive and respectful workplace culture begins with listening and acting with intention.

Leverage structured tools designed to uncover real employee experiences, enabling timely, data-driven action. This includes a variety of safe channels for employees to share I&D feedback, including anonymous surveys, digital suggestion boxes, and manager-led listening sessions. These channels empower all voices to be heard, especially those who might not speak up in traditional settings. Insights gathered can help identify emerging themes and foster transparency in decision-making. 

Short, frequent pulse surveys provide a real-time window into employee sentiment. When they include I&D-focused questions, they help assess climate factors such as fairness, inclusion, psychological safety, and meritocracy. Such feedback is valuable in supporting a culture of continuous improvement.  

 

Survey Templates

  • Employee Survey: New-Hire Experience
  • Employee Survey: New-Hire Experience (Remote Employee)
  • Employee Survey: Hiring Manager Satisfaction with Recruiter
  • Employee Survey: Satisfaction with HR Department

A virtual suggestion box can live in a digital form and be available 24/7 to collect voluntary, anonymous, and confidential input. Assign an HR team member to monitor and follow up with these suggestions so the feedback does not go unattended.

 

This type of feedback model provides a safe, ongoing space for feedback related to I&D issues, organizational culture, or areas of opportunity. Feedback prompts do not need to focus solely on challenges; positive recognition and examples of inclusion in action are equally as valuable. This is particularly important in larger organizations where decision-making may be decentralized across functions or business units. Sample prompts for such a form could include:

  • What I&D-related success story, positive behavior, or cultural moment would you like to highlight?
  • Have you observed or experienced a situation where inclusivity can be improved?
  • Do you perceive any barriers that make it difficult for you or others to fully participate or feel included?
  • What changes or support would help foster a more inclusive environment in your team or department?

Tools and Templates

  • Reimagine Feedback to Drive Engagement and Growth
  • Employee Survey – Inclusion & Diversity

Quick polls or forms can be useful for HR to assess whether all voices were heard, especially in policy, procedure, and decision-making discussions. Periodic check-ins can help make sure that legally compliant I&D is built into business operations.

 

Tools and Templates

  • Digital Tool for Operationalizing Feedback
  • I&D Program Compliance Checklist
  • Employee Survey - General Benefits

Rather than waiting until employees exit, stay interviews offer proactive check-ins focused on retention. These structured conversations uncover what motivates and engages employees to stay with an organization. Conversely, they may also highlight early signs of perceived gaps in fairness, access to opportunity, and misalignment with workplace norms before they lead to attrition. Best practices for stay interviews include: 

 

  • Interviewing actively engaged employees (e.g., those not showing signs of disengagement or exit risk). 
  • Creating structure through set questions that are the same for everyone. 
  • Asking what makes an employee want to stay at the organization, what might make an employee consider leaving, and how the employer can better support the employee.
  • Being sure to include factors focused on a fair and respectful environment.

Template

  • Stay Interview Template  

Manager-led listening sessions are designed to create a safe space for open dialogue and early identification of potential I&D concerns. Participation is voluntary and confidential, with any insights shared only in an aggregated, anonymous format. The primary goal of these sessions is to actively listen and better understand employee experiences. 

Conversation starters for listening sessions include: 

  • What team behaviors or practices help you feel respected and able to contribute effectively?
  • Have you ever felt like your voice wasn’t heard in a decision? What could have helped you?
  • What factors contribute to you feeling engaged and valued in your role?
  • Are there barriers that affect how you show up at work that we may not be aware of?
  • What should we be doing more of (or less of) to ensure all employees have a fair opportunity to contribute and succeed?
  • Have you seen or experienced any challenges to accessing training or stretch opportunities?
  • Is there anything in our current team practices that might unintentionally limit access to opportunities?

 

SHRM Resource

  • Feedback That Fuels Growth: What Great Managers Get Right

Retrospective or post-mortem sessions after major initiatives offer a valuable opportunity to include I&D-focused prompts that encourage continuous reflection and process improvement. This can be done by collecting quick, actionable feedback via surveys or other methods after key meetings, launches, or decision-making sessions.

Some questions to ask: 

  • Did you have the opportunity to contribute during today’s discussion? 
  • Did the discussion reflect the full range of perspectives needed to make an informed decision?
  • Was it clear how the decision was made?
  • What could we improve next time to ensure the process is fair, transparent, and accessible to everyone involved?

 

Tools and Templates

  • Template: 360-Degree Manager Performance Evaluation
  • Template: 360-Degree Feedback Request Form for Leadership Behaviors

When representatives of employee resource groups (ERGs) or affinity groups share aggregated feedback gathered through structured and trusted channels, it can help HR leaders identify recurring workplace trends and areas for improvement. Questions to ask of your ERG leaders include:

  • What themes are emerging in your group that we should be elevating to leadership?
  • What feedback have members provided about factors that help or limit their ability to participate fully in the workplace?
  • What gaps in tools, communication, or resources have members mentioned that could enhance their ability to succeed?
  • What’s one thing leadership could do differently that would make members feel more valued?

Tool

  • How to Foster Employee Resource Groups That Align with Federal Law
Featured Resource
  • Employee Survey: Inclusion and Diversity
Pro Tip
Manager-led listening sessions may take place one-on-one or in small group settings, depending on what feels most comfortable and appropriate.

What to Measure

Practical measurements are essential for evaluating I&D effectiveness in a meaningful and actionable way. Analyzing data on candidate and employee experiences, workforce composition, selection disparities, equal pay, attrition trends, and skills gaps helps organizations identify areas where access to opportunity may be limited or inconsistent.

These metrics move beyond surface-level representation to provide a deeper understanding of inclusion and equal opportunity across the employee life cycle, guiding more informed, legally sound decision-making.

Job Candidate Experience

A data-informed evaluation of how candidates perceive and navigate the hiring process. Metrics may include:

  • Application completion rates.
  • Time-to-hire.
  • Candidate satisfaction surveys.
  • Feedback on fairness, transparency, and inclusivity.
Maximizing the Candidate Experience

On this episode of SHRM's Honest HR podcast, learn ways to make job descriptions and your organization’s digital presence stand out to quality applicants. Plus, get tips for ensuring a positive experience for prospective employees while gathering the insights you need to make the right hiring decision.


Employee Experience

A holistic measure of how employees engage with the organization throughout every stage of the HR life cycle. Feedback collected from engagement surveys, stay interviews, and qualitative research can indicate how employees feel and perceive their work environment and interactions. 

If any analyses reveal disparities, the next step is to explore their root causes, which may involve reviewing job descriptions, interview scoring rubrics, panel composition, or training practices. Consider taking remedial action to address disparities based on these findings.

Quantitative data that captures the demographic makeup of an organization by job level, function, geography, tenure, line of business, or other dimensions and that is anonymized and never used to make employment decisions. This can include information about race/ethnicity, sex, age, veteran status, or some other demographic or characteristic. Such data supports the evaluation of representation and tracking of progress toward improving access and opportunity.

An objective assessment of hiring, promotion, or selection outcomes to identify statistically significant disparities across demographic groups. The goal is to detect and address potential barriers to equal opportunity while maintaining merit-based practices.

This is a similar analysis to the selection disparity analysis, except that it examines each step or component of the selection process (e.g., qualifications, recruiter review, phone screening, manager review, interview, and offer). 

Systematic analysis of compensation across roles, levels, and demographic categories to identify and address unexplained pay gaps. These studies can help ensure that compensation practices are fair, market-aligned, and compliant with equal pay regulations.

Measurement of the rate at which employee groups are promoted over time. This helps identify whether career advancement opportunities are distributed fairly and can surface potential barriers affecting upward mobility.

Analysis of voluntary and involuntary turnover across different demographic segments and roles. Patterns can reveal risk areas for disengagement, inconsistent treatment, or uneven access and inform retention strategies.

Data that maps existing employee capabilities against current and future business needs, disaggregated by demographics. These reports help ensure that upskilling and development programs are accessible and open to all employees, supporting equal opportunity career growth.

Identifying patterns of recurring inconsistencies or bias in decision-making, such as hiring, performance evaluations, promotions, and disciplinary actions, is often achieved through audits, survey analyses, and algorithmic reviews. These findings can inform targeted interventions to improve fairness and consistency.


SHRM Resources
  • I&D Risk Check Calendar Template
  • Navigating Changes to Demographic Data Collection Under New EOs
Pro Tip

Keeping an eye on employee engagement metrics isn’t just important for culture, employee well-being, and retention — it can also be vital to your employer brand.

Have a question about legally compliant I&D programs?

Ask a SHRM Knowledge Advisor

Effective Messaging and Interpretation

There are ways to collect and use metrics in a legally compliant way. Below are several tips to applying workforce analytics to your I&D strategies. 

Defining the goals of workforce analyses helps ensure the use of relevant metrics and supports the development of legally sound, actionable insights. These analyses are not intended to directly change employment outcomes but rather to identify whether disparities exist and, if so, to explore the underlying causes. The goal is to interpret your findings judiciously to identify potential barriers to equal opportunity, not to mandate specific results or override merit-based decision-making.

  • Check and recheck: When you identify disparities, it’s critical to conduct a thorough review to ensure that employment decisions are grounded in objective, job-related criteria. Clearly document the rationale. 
  • Focus on interpretation: HR leaders play a vital role in framing these findings accurately, underscoring that the analysis is a diagnostic tool, not a prescriptive one. This distinction helps prevent misinterpretation, supports merit-based decision-making, and maintains employee trust.
  • Consult with legal: Finally, work performed and communications related to workforce analytics may be subject to legal privileges and doctrines regarding their disclosures, including outside communications with legal counsel. Whether privileges apply and are maintained throughout should be the subject of discussions with legal counsel at the outset. Decisions regarding privileges are dependent on various factors including the way in which the work is performed, whether confidentiality is maintained, and the purpose of the work. It is critical to follow any communication protocols established by legal counsel to preserve any applicable privileges.

Questions to Ask upon Identifying Disparities

These questions provide a framework for evaluating the root causes of any anomalies you may identify during your I&D impact analysis. 

  • We’ve noticed some differences in outcomes. Can we walk through the process used to make these decisions and ensure everything aligns with our standard process?
  • Can we revisit how we’re evaluating qualifications to ensure they’re aligned with the needs of the role?

  • Are we confident that everyone eligible had access to this opportunity and that it was clearly communicated?
  • How consistent is our approach across teams or departments for similar decisions?

  • Are we asking the right questions that align with the job requirements?
  • Are we documenting sound, objective reasoning for the decisions?

  • What additional data or context would help us feel confident that this process is both merit-driven and defensible?
  • Are there steps we can take to improve transparency or remove ambiguity in how decisions are made?
SHRM Resources
  • Inclusive Hiring Policy Template
  • Skills-First Job Description Template 
  • Skills-Based Interview Questions Bank
  • How to Make the Most of Hiring Candidates from Underemployed Groups
Pro Tip

It is as important to understand the initial objective of any workforce analysis (i.e., the question being asked) as it is to correctly interpret the results. Accurate interpretation helps determine the level of risk, the urgency of action, and the appropriate response.

U.S. Employment Law & Compliance

Want to ensure your I&D strategies are in compliance with the executive orders? Navigate complex regulations with confidence through the SHRM US Employment Law & Compliance course. Grow your knowledge and comfort level with a wide range of compliance and legal issues in this enlightening two-day course.

Learn more

Expert Advice

SHRM is producing a series of webinars to help companies understand the impact of the recent executive orders and ensure compliance with federal regulations. They are valuable training tools for HR pros and other leaders within organizations.

Webinar

DEI Executive Orders 101

Delve into the implications of the executive orders and learn how SHRM’s BEAM Framework can guide your organization through these changes.

Watch Now

Webinar

First 100 Days

Recap of key administrative and legislative actions from the first 100 days and their direct impact on HR and workplace policies. 

Watch Now

Webinar

Impacts on Gender

One of the orders recognizes only two sexes — therefore, it’s crucial to understand the implications for workplace inclusion and gender pay equity.

Watch Now

Webinar

Preparing Your Workplace for Immigration Enforcement

Learn how to proactively manage and support your workforces amid evolving immigration policies and U.S. Immigration and Customs Enforcement (ICE) actions.

Watch Now

Webinar

Navigating I&D Compliance

Get practical steps to review and modify your hiring, promotion, and training procedures to prevent unintentional preferential treatment.

Watch Now

Webinar

Changes to Disparate Impact

Learn about how changes to the government's enforcement approach to the legal doctrine of disparate impact affects employers. 

Watch Now

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