This article aims to identify the technical, symbolic and political issues related to the choice of indicators used in a diversity management policy. They should allow an organization to make a diagnosis, to monitor and measure the performance of these policies. Our goal is to show the complexity of the process, due to the difficulty of finding good indicators but also of giving them meaning considering the concerns of leaders and managers, internal contexts (organizational culture, modes of work organization and HRM policies, industry), external contexts (socio-cultural, legal, economic) and the objectives set.