Diversity, Equity & Inclusion (DEI) initiatives are vital components of an organization’s culture. Monitoring Diversity & Inclusion (D&I) analytics allows organizations to safeguard human dignity through fair treatment and inclusion at every level. As organizations undergo digital transformation, many are also transforming their DEI goals. HR analytics can help your organization with DEI goals by fostering informed, data-driven decisions.
Measurable moments are everywhere. Leaders understand the typical HR lifecycle, “hire-to-retire”. Lifecycle touchpoints, like recruiting, mentoring, training, and promotion, create an incredible level of untapped data. HR Software as a Service (SaaS) solutions enables effective HR lifecycle and talent management.
These SaaS solutions also enable robust data analytics. Leveraging SaaS allows leaders to dig deeper into these measurable moments. The outcome creates a more effective workforce by identifying where DEI initiatives are needed. A few questions to consider when establishing these analytics: What are your organization’s demographics? How are they analyzed and at what stage of the HR lifecycle? How do you leverage workforce data and do you have the right data? Are the data collection and dashboards Automated?
Why add Equity to D&I?
The addition of equity to a long-standing D&I understanding can help an organization as they move forward. Equity relates to proportional fairness. An organization should identify these situations, like if a specific group is not being promoted as fast. Understand why the situation exists, then change the playing field a bit to achieve equity. For example, training and career planning are excellent areas where equity initiatives can lead to fair treatment in promotions.
Once you have selected your DEI initiative treat it like a real project. Launch each project with a senior leader sponsor and dedicated resources. Take each project seriously and have an appropriate level of priority with measurable success metrics defined.
Use the analytical approaches to DEI (described here) to start discussions on how to move away from previously accepted approaches. Concepts like “gut feeling” or “culture fit” are subjective and prone to personal bias. However, being data-driven is more objective and reduces personal bias. This analytical approach ensures the sustainment of DEI initiatives, maximizing human dignity and employee productivity.
Written by:
Frederick Cummings
Program Project Manager at Definitive Logic
