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DEI intention needs backing up with better data accountability

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Summary

This article discusses how organizations should be proactive about spending on DEI initiatives in order to ensure that their efforts are effective. It outlines the importance of collecting qualitative data in addition to quantitative data and the need to dig deeper than just gender and race when collecting data. It also emphasizes the need to make data and analysis available to the public in order to foster inclusivity and achieve progress, as well as the importance of instituting programs and training that give a platform to marginalized voices. Finally, it stresses that organizations should not use the pandemic as an excuse to discontinue DEI initiatives, as this could have far-reaching consequences.

Q&As

How much money are US organizations spending on DEI initiatives?
US organizations are spending $7.5 billion on DEI initiatives in 2020.

What data should organizations collect and analyze to create a comprehensive DEI strategy?
Organizations should collect and analyze quantitative and qualitative data, including gender and race, roles, advancement opportunities, and who is leaving. They should also look at micro-populations.

How can organizations make their DEI data transparent?
Organizations can make their DEI data transparent by uniting with industry partners and offering their strategy and toolkit, and by making results public.

How can organizations foster inclusivity in their culture?
Organizations can foster inclusivity by instituting programs that give a platform to historically marginalized voices, conducting allyship and bystander intervention training, and promoting the integration of anti-oppressive best practices into the folds of their business strategy.

What is the impact of creating and maintaining a comprehensive DEI strategy?
The impact of creating and maintaining a comprehensive DEI strategy is that it increases business value by making employees feel included, heard, and valued.

AI Comments

👍 This article provides an in-depth look at the importance of data collection and transparency when it comes to DEI initiatives and how organizations can create comprehensive strategies to foster inclusivity.

👎 This article fails to provide any solutions to the lack of data accountability when it comes to DEI initiatives.

AI Discussion

Me: It's about how good intentions are not enough to ensure diversity, equity, and inclusion (DEI) initiatives are successful. It talks about the importance of collecting and analyzing comprehensive DEI data, being transparent with the data and analysis, and fostering inclusivity in order to make progress in this area.

Friend: That's really interesting. It makes a lot of sense that data is needed to really measure the success of DEI initiatives. What implications does the article have?

Me: One implication is that organizations need to be more proactive in collecting data that is not only quantitative, but also qualitative. This means collecting data beyond just gender and race, but also looking at roles, advancement opportunities, and why people are leaving. Another implication is that organizations should be more transparent with their data and analysis, and share it with other organizations in order to promote a more diverse and equitable industry. Finally, organizations need to make sure their initiatives are not just performative, but are backed up by action. This means having uncomfortable conversations, evolving traditional hiring practices and networking bubbles, and implementing anti-oppressive best practices into their business strategy.

Action items

Create a comprehensive DEI data collection process that includes qualitative and quantitative data.
Make DEI data and analysis available to other organizations to benchmark and learn from.
Implement social initiatives and programs to give a platform to historically marginalized voices, conduct allyship and bystander intervention training, and promote the integration of anti-oppressive best practices into the folds of your business strategy.

Technical terms

Diversity: The state of having people who are different races or who have different cultures in a group or organization.
Equity: Fairness and justice in the way people are treated.
Inclusion: The practice of involving all people, regardless of their background, in an activity or organization.
Discrimination: Unfair treatment of a person or group on the basis of prejudice.
Hiring Discrimination: Unfair treatment of a person or group in the hiring process on the basis of prejudice.
Hiring Process: The steps taken to recruit, select, and hire a new employee.
HR Insights: Data and insights related to human resources.
Human Resources: The department of a company responsible for managing personnel.
Leadership: The ability to lead and guide a group of people.
Organizational Leadership: The ability to lead and guide an organization.
Talent Acquisition: The process of finding and hiring the best talent for an organization.
Workforce: The people employed by a company or organization.
Sara Axelbaum: A writer and editor for MiQ, a global marketing technology company.