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Data-Driven DEI: How to Use Analytics to Drive Inclusion in the Workplace

Diversity, equity, and inclusion (DEI) have become critical issues for organizations in

recent years. While organizations have been making strides in promoting a diverse

and inclusive workplace, the road to DEI remains long. However, with the

advent of data analytics, organizations now have an insightful, powerful tool to inform decisions and help drive DEI initiatives forward. At BCT Partners and in this blog, we explore the benefits of using data-driven DEI, the importance of collecting the correct information, and how to best analyze that data to help advance equity in the workplace.

Why Data-Driven DEI is Important

Data-driven DEI is essential because it allows organizations to make informed decisions

based on evidence rather than assumptions. With data, organizations can measure their progress, identify areas where they need to improve and prioritize their initiatives to ensure they focus on the areas that will result in the most significant impact. Only 9% of organizations currently rate their DEI initiatives as very effective. And just one in five companies worldwide measures DEI effectiveness. In his new book, Data-Driven DEI, BCT CEO and Managing Partner Dr. Randal Pinkett, demonstrates why data is a crucial piece of the DEI puzzle and the correlation between using data to achieve desired outcomes. As Dr. Pinkett states, “While data is not the only piece, most programs will fail without it because data provides accountability.”

By collecting data and making it available, organizations can demonstrate their commitment to equity and hold themselves responsible for their progress both on an individual and company-wide level. This helps to build trust with employees and other stakeholders, who can see that concrete steps are being taken to create a more diverse and inclusive workplace and that executive leadership is committed to achieving measurable progress.

Collecting the Right Data

However, in order to use analytics to drive DEI, organizations need to collect the appropriate data – which is typically both quantitative and qualitative. This includes the demographic makeup of their workforce, as well as information on the experiences and perceptions of employees. Demographic data can help organizations understand the diversity of their workforce and identify areas where they need to improve. This can involve statistics on race, ethnicity, gender, age, and other factors.

Experience and perception data can help organizations understand how employees are

experiencing the workplace. This can include data on the hiring process, how new employees are welcomed into the company, engagement, employee satisfaction, advancement opportunities, retention rates, and the perceived level of DEI within the organization.

Using Data to Drive DEI

Once organizations have collected the correct data, they can use it to drive initiatives.

Here are a few examples of how data can be used:

1. Prioritization: With data, organizations can identify the areas where they need to focus their DEI efforts. For example, if the data shows older employees feel undervalued, organizations can prioritize initiatives like programs where older and younger employees are paired together to improve mutual respect and teamwork.

2. Progression Measurement: Data can help organizations track their progress toward DEI goals. This can include monitoring their workforce's demographic makeup and tracking changes in employee engagement, promotions, retention, and satisfaction.

3. Identifying Barriers: With analytics, organizations can identify the barriers that are preventing them from achieving their DEI goals. For example, the data may show that prospects from underrepresented groups feel uncomfortable during the interview process or that individuals from a certain background are not being promoted at the same rate as other employees. This can help organizations address these particular barriers.

Conclusion: Data-driven DEI is a powerful tool that organizations can use to drive diversity, equity, and inclusion in the workplace. By collecting the appropriate data, organizations can

make informed decisions, prioritize their initiatives, and hold themselves

accountable for their progress. With data, organizations can create a more

diverse and inclusive workplace that benefits everyone.

To learn more about how BCT Partners uses data analytics to address inequities, click here.

To read more BCT blogs, click here.


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