衡量组织内部的多样性是关于评估和推动组织变革和影响。它是关于实施指标和创造工具，以确保创造、管理、评估和利用不同的劳动力，从而提高组织效率和持续竞争力。最常见的措施，平等就业机会（EEO）和肯定行动（AA）度量，为劳动力构成的评估提供了基础。尽管EEO/AA指标有限，但它们对于创造既能反映可用劳动力资源又能反映外部客户群的多样化劳动力至关重要。管理和评估多元化劳动力的更详细措施可以分为三类:计划性； 组织文化；以及问责。本文更详细地描述了这些措施，以及与1999年10月开始在肯塔基州路易斯维尔的路易斯维尔水务公司制定和实施新的“平权行动计划”有关的许多关键要素。包括3个参考文献。

Measuring diversity within an organization is about assessing and drivingorganizational change and impact. It is about implementing metrics and creatingtools that ensure the creation, management, valuing, and leveraging of a diverseworkforce for organizational effectiveness and sustained competitiveness. Themost common measures, Equal Employment Opportunity (EEO) and Affirmative Action(AA) Metrics, provide the foundation for evaluation of workforce composition.Although EEO/AA metrics are limited, they are critical to the creation of avisibly diverse workforce that reflects both the available labor pool andexternal customer base. More detailed measures for managing and valuing a diverseworkforce can be said to fall into three categories: programmatic; organizationalculture; and, accountability. This paper describes these measures ingreater detail, along with the many critical elements associated with thedevelopment and implementation of the new "Affirmative Action Program Plan" atLouisville Water Company of Louisville, Kentucky, which began in October 1999. Includes 3 references.