(Good) data is the secret of successful DEI programs and initiatives. As the saying goes, you can’t improve what you don’t measure. That’s why we believe that no DEI strategy is solid enough without a data-centric approach. DEI practitioners need to master the metrics that reveal the biggest challenges and opportunities in their organizations. After all, reliable DEI performance data is crucial to track progress and communicate results to stakeholders.
At a macro level, we need data to understand the impact of significant social events, like Black Lives Matter, on the employees in our workplaces. In addition, we need to take a more granular look inside our organizations and be willing to shine a light on data that sometimes reveal ugly truths; we need to avoid the tendency to manipulate numbers to show a positive story that is more palatable to leaders.
Let’s face it. When it comes to DEI, we are all going to make mistakes. So it’s important to know that the best apologies go beyond the bare minimum of accountability.
In the workplace, discrimination may take different forms, many of them punishable by law. However, weight-based discrimination is still legal in nearly all parts of the world.
It’s not only women with children who face obstacles in career progression. Single women without children also have to deal with setbacks because of gendered stereotypes.
When it comes to the importance of data, even the needs of a major segment of the workforce can go unnoticed. Because most employers don’t track caregiving status, they don’t offer the right benefits and policies to support this group of workers.
Lastly, it’s time to rethink authenticity at work and foster workplaces where differences are valued through reflective leadership and reinforcement from peers.
Using Diversity and Inclusion Data to Ensure Leadership Accountability (Article)
The degree to which DEI is prioritized at the leadership level conveys the company’s commitment (or lack thereof). Leadership accountability is the engine that allows DEI efforts to finally get down to business and translate into measurable success and DEI data is the fuel for leadership accountability.
The Secret of Effective DEI Surveys (Article)
DEI surveys put your employees and their experiences at the center of your DEI efforts, right where they belong. Learn how DEI surveys can make your DEI strategy as communicable, solid in substance, and impactful as any other performance matter in your organization.
Why Unconscious Bias Training Is Not For Everyone (Article)
Not everybody is at the same level when it comes to DEI, so using unconscious bias training as a catch-all, tick the box solution for diversity posturing without putting the work into creating a culture of inclusion can do more harm than good. In this article we discuss why unconscious bias training is not for everyone.
Overcoming Microaggressions in the Workplace (Article)
While the perpetrators of microaggressions may not intend harm, microaggressions are harmful for individuals and organizational cultures. Microaggressions perpetuate disapproval, derogation, or discomfort towards marginalised groups and should be confronted to mitigate their harmful effects.