Why “Evidence-Based” DEI Is Empty Talk

“DEI Experts” are saying you need to be evidence based.

It’s in danger of becoming a platitude.?

Before we get to that.

Here are 3 popular posts from the last week:

In 2017, Pepsi’s “Woke” ad was a PR disaster.

Now they’re ditching DEI.Have they lost the Cola Wars?

Quoting DEI research you haven’t read?

Then you’re the problem.

The “lived experience” trap is keeping you from your inclusion goals.?

I wish more leaders realised this.

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To make this simple I’m going to cover the basics.?

Let’s start with Inclusion.?

We think of inclusion as a systematic business strategy to ensure everyone shares the same advantages and benefits.?

This means:?

- Everyone can perform.?

- Everyone can belong.?

- Everyone can reach their potential.?

This is a useful starting point.?

Let’s talk about Evidence.?

It’s useful to think of this as information that is going to help us support or contradict a claim, assumption or hypothesis.

I talk about this more here.?

So what’s a claim?

A claim is a statement presented as fact, often without sufficient evidence to support it.

Example: “Black candidates don’t apply for leadership roles."

We would seek evidence to support or contradict the claim.

So what’s an assumption?

An assumption is a belief or idea that is taken for granted.

Often without evidence, it’s often implied rather than explicitly stated.

Example: “Black candidates don’t have the experience for leadership roles."

We would seek evidence to support or contradict the assumption.?

So what’s a hypothesis?

A hypothesis is a testable statement that explains a phenomenon and it can be investigated through evidence.

(We like the investigated part).?

Example: “If we increase the talent pipeline we’ll have more Black candidates applying for leadership roles."

We would seek evidence to support or contradict the hypothesis.?

Did you notice that the hypothesis didn’t necessarily make sense??

That’s ok as long as you don’t throw resources at it.?

The act of formulating a hypothesis is what’s going to help you to solve important problems in your business.?

Initially this won’t cost you money either.?

Make your mistakes on paper.

You get to do this before asking for support.?

It also means you don’t have to waste lots of time on random bits of data that sound cool but don’t help.?

The key question to ask before collecting any new data.

How does this help me to support or contradict a claim, assumption or hypothesis?

I was invited to review the inclusion plans for a world renowned law enforcement institution that you know.?

They are facing huge challenges that affect millions of people.?

They shared their big plans for the future.?

They said they had lots of data, they wished they were doing more with it.?

I told them to focus less on data and more on evidence.?

You can do the same thing.?

But where do you get this evidence from??

I’ll tell you what I told them.?

Go to these 4 places:

1 Research:?

What does the scientific literature reveal about your problem?

Not only can you find effective frames of reference.?

An affordable solution may be waiting for you, that has already been rigorously tried and tested.?

2 The Organisation:?

What evidence do you have to show your existing practices are working?

It’s crucial this meets the highest standards within your organisation.?

Moving beyond traditional HR measures is a powerful starting point.?

3 Professional Expertise:?

What can subject matter experts contribute to your design??

You don’t have to be confined by your own expertise and this doesn’t need to break your budget.?

Start with books, podcasts and other resources that distill actionable insights you can apply easily.?

4 Stakeholders:?

How are you gathering evidence from those affected by the decisions you make?

This requires you to widen your enquiry to active contributors who can inform better practices.

This is the basis of Evidence Based Inclusion.?

I don’t stop talking about this.?

I talk more about why this matters to you here.

Can you understand how leaders confuse having data with making evidence-based decisions?

Most people tell you to be evidence based and then leave you to get on with it.?

No clue about the quantity of evidence.?

No clue about the quality of evidence.?

No clue about implementation.?

Can you understand how DEI data hoarding is useless without a clear purpose?

If you do what I suggested

You can get value information.?

You can get valuable evidence.?

This helps you?

- Get buy-in for your work.

- Deliver results that matter.

- Consistently make progress.

This is what we call High Impact Inclusion Work.?

Everything else is a distraction.

If want a weekly brief designed to help you to do deliver this.

Sign up for The Inclusion Ready Leader’s Brief.

Every week, I will send one actionable briefing that helps you:

- Earn the trust of your colleagues.

- Optimise for Measurable Results

- Implement a Systematic Process

Each brief combines real world insights and practical tools.?

Join over 1300 Inclusion Ready Leaders who are doing the same.?

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As always

I’m cheering you on.

Dr. Jonathan