How can you use data to create a more inclusive workplace?

1 Assess your current state of inclusion

Before you can take action, you need to understand where you stand. You can use data to assess your current state of inclusion by collecting and analyzing feedback from your employees. You can use surveys, interviews, focus groups, or other methods to gather data on how your employees feel about their work environment, their opportunities, their relationships, and their sense of belonging. You can also use data to identify any gaps or disparities in your policies, practices, and outcomes related to inclusion. For example, you can look at data on hiring, retention, promotion, pay, performance, recognition, and development across different groups of employees.

2 Set your inclusion goals and metrics

Once you have a clear picture of your current state of inclusion, you can use data to set your inclusion goals and metrics. You can use data to prioritize the areas that need improvement and align them with your organizational vision and values. You can also use data to define what success looks like and how you will measure it. You can use quantitative and qualitative data to create SMART (specific, measurable, achievable, relevant, and time-bound) goals and metrics for inclusion. For example, you can set goals and metrics for increasing the diversity of your talent pipeline, reducing the turnover rate of underrepresented groups, enhancing the engagement and satisfaction of your employees, or fostering a more collaborative and respectful culture.

3 Implement your inclusion strategies and interventions

After you have set your inclusion goals and metrics, you can use data to implement your inclusion strategies and interventions. You can use data to design and test effective solutions that address the root causes of your inclusion challenges and leverage your strengths and opportunities. You can also use data to monitor and evaluate the impact of your strategies and interventions on your inclusion goals and metrics. You can use data to track your progress, identify what works and what doesn't, and adjust your actions accordingly. For example, you can use data to implement and measure the effectiveness of initiatives such as mentoring programs, training sessions, affinity groups, or feedback systems.

4 Communicate your inclusion results and insights

Finally, you can use data to communicate your inclusion results and insights. You can use data to share your achievements and challenges with your stakeholders, such as your employees, customers, partners, investors, or regulators. You can also use data to generate insights and recommendations for further improvement and innovation. You can use data to tell compelling stories that highlight your inclusion journey and outcomes. For example, you can use data to create dashboards, reports, presentations, or case studies that showcase your inclusion data, findings, and actions.

Data can be a powerful tool for creating a more inclusive workplace. By using data to assess, set, implement, and communicate your inclusion efforts, you can foster a culture of belonging, equity, and excellence in your organization.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?