In July of 2022, MMAC/M7’s first annual Diversity, Equity & Inclusion (DEI) Summit featured Megan Connolly, Principal and Senior DEI Consultant at Mercer discussing the latest positive global DEI results, including how many organizations are making it part of their business strategy. She also offered insights into how businesses can translate their commitments into real progress.
Culture impacts everything from your productivity and stability to employee attraction and retention. In the context of DEI, culture is crucial.
Source: Harvard Business Review
SUMMARY: Using data in diversity and inclusion initiatives can help organizations move beyond tick-the-box exercises. It can enable them to take an honest look at where they’re falling short, assess the experience of specific groups in the company, and prevent employee attrition before it happens. Start by identifying data gaps in your HR systems. Determine the relevant information you have and what you’ll need to understand the makeup of your employee base. If you’re not collecting data about age and race, for example, it’s impossible to know where you are and measure improvement. Work with HR and legal to ensure that you’re capturing the right data and allowing people to opt-in appropriately. Use the data you’ve collected to build a single source of truth that is based on facts. Honest, accessible metrics around your diversity progress and remaining gaps are critical to ensuring the work is measurable, targeted, and impactful.
