If you want an organization that benefits from the strength of heterogeneity, some potential metrics are:

(a) hiring equity metrics such as diversity of candidate pools at each hiring stage (sourcing → application → interview → offer → acceptance), variance in interview feedback scores across different interviewer demographics, time-to-hire and offer acceptance rates across demographic groups, and source effectiveness for diverse candidate pipelines, and

(b) compensation equity metrics such as pay ratios (highest to lowest, executive to median, technical to non-technical), pay equity by gender, race, and other relevant demographics, promotion velocity across demographic groups, and equity distribution across the organization

(% of equity held by founders vs. employees).

See Talent Scorecard under Tools for the Talent Module for more.