While more companies are employing people analytics to understand how to manage their workforce, the number applying this data-driven approach to D&I is stark.
Go to sourceWhile more companies are employing people analytics to understand how to manage their workforce, the number applying this data-driven approach to D&I is stark. There is a significant opportunity to use emerging technology and new tools to gather and analyse data that can provide real insights into D&I efforts.
Analysing your people by individual attributes limits your insights. An intersectional approach to looking at your data can reveal deeper cultural discrepancies that might otherwise go unnoticed. The key, then, to robust analytics, is collecting robust data. Getting your employees to self-identify across a range of dimensions is a challenge. It requires employees to trust the confidentiality, purpose and intent of the information they are asked to share.
As you progress you can move from retroactive analysis, to real-time and predictive insights to understand your people's experience to create an inclusive organisation and meet your D&I goals.