Create a successful data driven DEI program that benefits both employees and business performance.
A Forbes survey of 321 executives found that nearly all companies (97%) have formal diversity and inclusion strategies. However, HBR reports that 75% of employees from underrepresented backgrounds do not feel that they personally benefited from their organization's diversity initiatives.
As Baroness McGregor-Smith pointed out in the 2017 Race in the Workplace review, “no employer can honestly say they are improving the ethnic diversity of their workforce unless they know their starting point and can monitor their success over time.” Curating a data driven DEI program might not only help to close the discrepancy between the company’s efforts and the eployeees’ reception, but it will also help you follow a successful DEI development path.
Without data, DEI may not be seen as integral to the business. Those respon-sible for DEI can become overwhelmed with initiatives and unable to measure impact. In turn, DEI is not taken seriously by the organization and garners limited senior leadership support and involvement. Data has an important role in every step of the process of building and implementing an effective DEI strategy.
Collect qualitative and quantitative data to help identify and understand the issues; then create an evidence-based strategy and measure progress and success. Diversity metrics measure the balance of people in the workplace and if movement is equitable. Inclusion metrics measure if the employee experience is equitable.
Developing a DEI strategy is an iterative process that starts with identifying gaps in representation and opportunity, understanding why those gaps exist, implementing interventions to address those issues, measuring progress and holding the organization accountable, and then refining and advancing your strategy.
Detailed guidance for each of the following steps can be found in the links to the individual practices briefs.
Lloyd’s: Data Collection Toolkit
RedThread Research: Diversity, Equity, Inclusion & Belonging: Designing for a Post-Pandemic World
Shell UK: Gender Pay Gap Report
Preparation (Steps 1-2): 1-2 weeks
Implementation (steps 3-4): 2-4 months
Monitoring/Evaluating (Steps 5-7):
Discover what equitable feedback is and how to use it to create an inclusive workspace.
Learn how to be an ally in your workplace and foster an inclusive culture.
Learn how to decrese resistance and increase motivation for DEI initiatives.