DATA DRIVEN DEI

What is a Data Driven DEI Decision?

1.What is important to measure?

2.Allows you to track progress

3.Brings Credibility

Types of DATA Driven DEI Metrics

1.Qualitative?

2.Quantitative

Qualitative data focus on Primary and Secondary Data

Quantitative data focus on Comments , Feedback and Focus Group .

Secondary Data focuses on External Publishing ,Crowdsourcing Web and Whitepapers.

Advantages of DATA Driven DEI Metrics

1. Increased Accountability
2. Better Efficiency
3. Alignment on Company Wide Goals
4. Transparency
5. A sense of Ownership at Every Level

Increase Accountability

Data-driven decision making increases accountability. “When everybody can see how their individual decisions connect to a strategy, it helps change the way organizations think about accountability in DEI, revenue, changes in the workforce”.

Better Efficiency

The High Impact People Analytics report found that high-performing organizations put people analytics tools in the hands of leaders, managers, and workers at all levels. “It is not easy for an organization to differentiate themselves on product and service alone.

Alignment on Company Wide Goals

If your company’s goal is to improve diversity, equity, and inclusion, it will be more valuable for every department to know how they fit in and if the company is paying equitably based on demographics.

Transparency

Transparency in business is the basis for trust between a company and its shareholders, clients, investors, and employees.

A sense of ownership at Every Level

Putting people analytics tools into the hands of managers at all levels not only increases transparency and accountability, it also aligns everyone in the organization to a single point of truth, while building trust in the data.

Disadvantages of Data Driven DEI Metrics

1.Low Quality Data

Poor quality of data can lead to discrimination for different sections of the society such that can lead to poor representation of members in the organization.

?2.Leads to Impossible Misinterpretation

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????Data doesn’t lie, but it can mislead when it doesn’t show the complete story. If you don’t have the full context, you could make inaccurate decisions based off assumptions. You could end up drawing simplistic conclusions from complex scenarios, such as crediting a single initiative with an increase in sales, when many factors may have influenced the spike.

3.Elicit Blind Trust

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?A data-driven corporate culture can lead employees to overly doubt their own judgment and experience.

Ways? of Data Driven DEI Decision

1.Form a working group with key stakeholders

?????Leadership: Organizational commitment to DEI needs to start at the top. Senior management must be fully aware of the DEI data-gathering process and be represented in any communications to employees. Leadership’s backing is also necessary to allocate resources and show solidarity with HR in overcoming possible challenges.

• IT/HR Systems: There is no DEI data without a system for collecting it. You will need to consult with your IT/HR systems team or work with external sources to establish the right structure and tools for your data collection needs.
• Data protection, legal, and compliance experts: DEI data is sensitive. Collection methods and usage of DEA data must be safe, legal, and in compliance with applicable regulations. This must be addressed with either your internal legal and data protection professionals or external consultants.
• Communications: Collaborate with your communications team early on to create an effective campaign that will engage employees. You can weave your DEI data collection strategy into various communication channels and networks to appeal to workers across the organization.
• Employees: The sooner you bring employees into the process the better. Opportunities such as surveys and focus groups allow them to provide their input and comfort level with sharing data. This gives them a voice and helps them feel included.
• Unions: In a union employment situation, it’s crucial to connect with union leaders and bring them into the loop. Be clear about the reasons for and value of DEI data collection. Eliminating their suspicions can get them on board with reinforcing the idea with the employees they represent

2.Identify legal and business considerations

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• Legal: There are varying regulations and employment laws for collecting and processing DEI data. Organizations that operate in more than one region or country will have multiple policies and restrictions to navigate.
• You must be fully informed about current and developing requirements and conditions for managing DEI data. Depending on the size of your organization, this could be an extensive endeavor. You may need to delegate it to specialized data protection and legal professionals.?
• Technology: The right system streamlines the DEI data collection process. You’ll need to assess whether your current technology will suit your needs or if new technology is required. Again, if you have larger, dispersed operations, you will need a more complex system or various tools.

3.Create a DEI data communications strategy

The crucial elements of a DEI data communications strategy include:

• Diverse voices and inclusive language and imagery.
• Transparency about exactly how the data will be collected and used.
• Assurance of how the data will be protected.
• Clear communication of positive outcomes the data will bring and accountability for putting it into action.
• Authenticity is demonstrated through visible support from leadership.?
• Consistency of an ongoing message instead of a timed campaign.
• Opportunities for employees to engage by providing input and feedback in both open and confidential settings.
• Contact information for who fields employee questions and concerns

Way Forward

• HR needs a data-driven approach to DEI: Instead of relying on assumptions or preconceptions, data provides direct evidence.
• DEI data must be handled carefully: Sensitive information must be protected and used appropriately.?
• DEI data collection requires a strong communication strategy: Employees must understand and trust the process in order to participate.
• Targeted DEI interventions come from data: Data reveals the specific areas that need attention.?