Unlocking democracy at work

I often see the parallels between how?democracy?plays out in nation-states (i.e., countries) and workplaces.

When you hear?democracy, there's an implication that laws and governance reflect the people, the will, and the needs of the people. The reality, as we've seen play out in the US, India, China, and a dozen other places - is - governance reflects the will of the wealthy.

Companies operate much in the same way. Each one publicly vying to be?the employer of choice?- while prioritizing owners' and shareholders' goals.

This is where data has the power to disrupt the status quo and unlock democracy.

Let me show you!

Example 1:?What to know whether companies are committed to creating inclusive workplaces?

Instead of asking whether your company has a DEI statement or publicly stated goals,?ask?if leaders model inclusive behaviors.

Look at the difference in responses by gender in our data set ????

Example 2:?Interested in knowing whether an organization pays a "living wage"?

You can definitely ask smart and important questions about pay equity & pay transparency. Your organization might already have pay equity. But that doesn't mean people earn a living wage - one that allows them to meet their basic needs and obligations such as rent/mortgage, food, utilities, and childcare.

Example 3:?Let's say you're interested in diverse representation - how do we build a pipeline that results in a greater % of BIPOC leaders?

Data can reveal who is supported and encouraged to grow their careers - the more underrepresented identities a person has, the less likely they are to see their organizations encourage non-White and non-Male employees to apply for higher positions.

Try asking people if they've had an open and honest discussion about career advancement with their managers in the previous 12 months, or if their manager has advocated for career-advancing opportunities such as certifications, conferences and stretch assignments.

The right data has the power to unlock action, and hold organizations accountable to their stated values.

Imagine what's possible when we ask questions that actually matter, instead of ones that have gone through a dozen rounds of vetting by legal and comms (no offense to legal and comms, we still need you!).

What would you want to know about your team, your colleagues, and your people - to understand if workplace equity efforts are actually working?

DM me, and we'll publish anonymous responses on?LinkedIn?on Friday.