The arguments for diversity, equity, and inclusion (DEI) initiatives in the workplace are as obvious as they are imperative. Women and people of color are underrepresented, particularly near the top of the totem pole. White men receive higher pay than members of minority groups for the same work. And so on.

This is not news, of course. Recent years have seen a ratcheting of attention—and corresponding efforts—around these issues. But the way to implement equity initiatives—particularly in regards to compensation—is not always obvious. And when the path forward isn’t clear, the best next step is usually to look at the data.

At Decusoft, a leader in compensation planning and management software, we’ve found three areas of metrics to be especially relevant:

• Workforce composition. Examine the breakdown of your employees by gender, race, and age. Take a multifocal approach by exploring combinations of factors: Studies suggest that black and Hispanic women, for instance, are disproportionately underpaid.

• Compensation. Are employees with comparable jobs paid the same? Considerations like performance and experience can complicate this question. We recommend looking at the overall gender and racial distribution of salary, raises, bonuses, etc., then breaking it down by job title or department.

• Career path. Assess how job promotions are distributed by gender and race. How long have people of various groups worked in a role before being promoted?

To be sure, there are several other key metrics to consider, which we discuss in a recent white paper, The Six Metrics You Need to Guide Your Diversity and Pay Equity Efforts.