In 2014, the GIIN and Rockefeller Foundation convened an Working Group, composed of Impact Sourcing Service Providers (ISSPs), large corporates, and others with experience hiring with good impact employment practices in place with the goal of developing a set of Impact Employment focused metrics.
The working group leveraged IRIS and developed a subset of metrics focused on the following areas of performance:
• Targeted Groups and Hiring Practices: Including the demographics of how vulnerable/disadvantaged groups are defined by the organization, how many employees are hired and employed, average tenure, and specifics around the hiring processes.
• Employment Practices: Including employment as average number of hours worked, work-related opportunities, and
certain flexibility components of the job, and how all the factors ultimately translate into the job satisfaction.
• Remuneration and Benefits: Covers the specifics of the remuneration in the context of overall employment as well as post-employment opportunities.
• Training and Development: Focuses on the types of training and development opportunities offered to employees as well as specific metrics on the number of employees trained.
• Family & Community Development: Focuses on the broader impact on communities through charitable giving, volunteering and what the organizations do to promote such practices.
It’s important to note that the first metric in the full Impact Sourcing metric set helps organizations define the vulnerable/disadvantaged group of focus. Categories include persons with disabilities, the poor, populations in low income areas or areas with limited opportunity to find an equivalent job, women, HIV positive persons and AIDS victims, persons in recognized refugee status, cultural, ethnic, and religious minorities and indigenous populations. This definition of ‘vulnerable/disadvantaged’ should be used throughout the reporting of performance metrics.