Your diversity, equity, and inclusion programs must be backed by data. In this blog, we expand upon the data and analytics discussed in our webinar to help meet your diversity goals.
During our webinar co-hosted by the CEO of diversity and inclusion (D&I) consulting firm, The Kaleidoscope Group, our speakers discussed many ways that organizational leaders can look at their HR data to plan and improve their D&I initiatives.
They emphasized that data from the whole employee lifecycle – from recruiting to job performance to separation – is the only way to get more context from your HR data.
The example measurements in the slides below will help you explore possible biases in your HR processes and practices and help you uncover data correlations that could shine light into why you may not be hitting your D&I goals.
Think big but start small. You won’t solve all of your diversity or data problems at once, but you can start working towards your goals now with the data you have. As you move down this list and mature your data and analytics practices, you will be able to truly understand the state of diversity and inclusion in your organization and make incremental improvements towards your D&I goals.
Remember: data shows a part of the story. All data is a partial representation of the facts; but when intuitive thinking and qualitative data are analyzed together, you will gain more context about the state of diversity, equity, and inclusion within your organization.
To get more tips about how to do better with your D&I programs, listen to the webinar recording.
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