DEI data can accelerate your company’s capacity to create inclusive change – here is why improving your DEI data approach is key to your DEI success
Sync DEI data to empower decision-making
DEI data reveals an evidence base for your workplace’s DEI initiatives – without it, your workplace may be using guesswork. There are three types of DEI data these are:
| DIVERSITY DATA ; | EQUITY DATA; | INCLUSION DATA; |
| data on the demographic makeup of your workplace that shows which identities in which teams and levels. | data that reveals which identities amongst your stakeholders have fair or limited access to success at your company. | data on how included people feel through their engagement with other stakeholders and the structure of your company. |
Using these three data types together means you are able to identify approaches that might generate better DEI outcomes for your workplace. Suppose your DEI data shows a lack of Black talent in leadership when collecting diversity data. By layering the original data set with inclusion data you are able to reveal the experiences of Black employees to recognize points in the employee lifecycle where issues arise. This insight, which covers aspects like decision-making, transforms the data into equity data to help build solutions that work.
Intersectional DEI data empowers effective inclusivity.
Using an intersectional approach goes beyond using isolated categories like Race or Gender alone to understand your DEI data – this only reveals some of the issues that may be occurring in their workplace. By acknowledging the interconnectedness of inequities through an intersectional approach to DEI data collection and analysis, we are able to reveal precise trends and opportunities to design equitable solutions that address the root causes of poor DEI outcomes across your organization.
