Collect qualitative and quantitative data to help identify and understand the issues and then create an evidence-based strategy and measure progress and success.
Diversity metrics measure the balance of people in the workplace. Inclusion metrics measure if the employee experience is equal.
Collecting qualitative and quantitative diversity inclusion data on the workforce enables organisations to:
As Baroness McGregor-Smith pointed out in the 2017 Race in the Workplace review, “no employer can honestly say they are improving the ethnic diversity of their workforce unless they know their starting point and can monitor their success over time”.
'It stands to reason that someone from a historically underrepresented group might not have as large of an internal network as someone from the majority group. Leveraging relational analytics, or organizational network analysis, business leaders can use those insights to identify groups of employees that may not organically or informally be getting exposure to the right opportunities and create a formal program to address that gap', Pam Jeffords - PwC's Workforce of the Future Diversity & Inclusion Leader, 'Making progress on diversity and inclusion means getting the data right'.
In May 2020, subject matter experts came together to hack this topic (on behalf of the TTC) and their 'roadmap' is below- it details the high-level menu of the most important actions organisations should consider with respect to creating a data-driven D&I strategy.
PwC launched a company-wide communications campaign called “who do we think you are?” to encourage employees to share their personal data, explaining why they were being asked to provide this information and how the data would be used. Currently, 92% of PwC employees have shared their ethnicity with the company, which has enabled it to look at recruitment and promotions practices, progress against diversity targets and consider development opportunities. Ethnicity pay gap reporting: firms urged not to wait for legislation
Collect and measure broad diversity data (not just gender) throughout the talent pipeline, including representation at management levels. What is the data telling you about underrepresented groups in terms of attraction and selection, turnover, progression rates, distribution of performance ratings, development opportunities and any pay gaps? Use the data to identify where strengths and areas for improvement are.