Measure, Measure, Measure: The Metrics That Should Matter to You!

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Today, most organization are measuring workforce representation by many different segments including gender, race/ethnicity, veteran status, leader/non-leader etc. However, only measuring the current state is not helping us effectively achieve our Diversity goals and objectives.

Using a variety of measurement techniques can be essential tools in the D&I toolbox to move your organization rapidly and make significant progress.
In this session, we will take the mystery out of metrics and provide a measurement framework so you can choose the right techniques to meet your business challenges. Examples will be provided on how to use measurement to create accountability, to diagnose root cause barriers to success, and to determine the effectiveness of D&I strategies and initiatives.


Mary Ann Downey
Mary Ann Downey
Principal, HR Metrics Coach
Former Manager HR Analytics, ING
Mary Ann Downey or “Mad” as she is known to friends and colleagues is an attorney by training. She began her professional career in large multinational organizations such as Caterpillar, General Motors and ING. She served in a variety of capacities working in the plant, at the business unit level and corporate headquarters. In 2008, she left the corporate world to take a role as a Research Director for start-up firm, the Institute for Corporate Productivity (i4cp), and in 2011, she started her own consulting firm, HR Metrics Coach.

Mad has always been a renaissance woman, and much more interested in the connections between disciplines (the white space) rather than specializing in a specific subject. Her non-traditional professional path and keen problem-solving aptitude has made her successful in working with, and for organizations to maximize their human capital asset.

At Caterpillar, Mad was hired into a high-potential HR rotational program with corporate responsibility, and as part of her rotation, she worked withthe Training & Development function, the Employee Relations & Investigations team, and the Employee Benefits Administration.

General Motors - Powertrain hired Mad as a Labor Relations Representative in Warren, Michigan off 8-mile, and shortly afterward, she took on the additional role of Hourly Personnel Manager, responsible for over 2,000 employees. Throughout her tenure with GM, Mad implemented a labor contract, led hiring and on-boarding programs, implemented workforce planning, and served as an SME for the global PeopleSoft implementation.

In 2001, Mad joined ING as the organizationwas tripling in size after two large acquisitions. In addition to the major integration workrequired with the organizational growth, Mad established a corporate-wide Affirmative Action Program, led the development and implementation of an HRIS architecture, and played a key role in several other projects including corporate governance, tax credit applications, developing/managing theimmigration policy, and establishing an ombudsman office and protocol.

When an opportunity opened within the ING’s International HR department in 2003, she jumped at the opportunity to work at the Regional and Global level. While working in the International Assignment Center (IAC), Mad led several initiatives focused on standardizing processes to create a better experience for assignees and their families, to reduce risk for the organization, and to support management in realizing the full value of their expat investment.

In 2005, Mad was asked to return to the U.S. business in support of an HR transformation. In this role, she led the development of the HR Analytics team and launched an enterprise-wide HR analytics self-service tool. Her team was also responsible for enabling the HR Business Partners to use data to drive business results, managing the enterprise-wide Human Capital Scorecard, developing an annual workforce planning process, conductingroot-cause analysis to identify and solve business challenges, and measuring the effectiveness of business initiatives on workforce results.

As part of her on-going work with Diversity, she spearheaded the Catalyst Award application to showcase, ING’s progress in Diversity and Inclusion. In 2008, ING US was one of two companies to win the Catalyst Award. Mad spoke at the Award Conference about her team’s contribution through using data to identify barriers, build a case for change and to create accountability.
At i4cp, Mad spoke with hundreds of organizations on a wide range of topics including: Diversity, Talent Management, Performance Management, Knowledge Retention, the HR Profession, Workforce Planning and HR Measurement. She led exclusive consortiums, which met monthly, for candid discussions on latest research, real world challenges, successes and failures.

A frequent presenter, she has been invited to present at many professional organizations and conferences, including the Talent Management Alliance (TMA), Society for Industrial and Organizational Psychology (SIOP), Catalyst Awards Conference, Human Resources Planning Society (HRPS), International Human Resources Information Management (IHRIM), and others.
In addition to articles, reports and presentations for i4cp, her work has been published in Talent Management and Diversity Executive magazines. She was a contributor to Dr. Jac Fitz-enz latest book, The New HR Analytics: Predicting the Economic Value of Your Company’s Human Capital Investments (2010).

Mad is based in Atlanta, GA where she is enjoys a wonderful life with her husband, also an attorney, her amazing son, beautiful baby daughter, and her two (dumb) boy dogs.