A new report from HR and payroll provider Zellis outlines some of the key principles that organisations should be following when collecting data to inform their diversity, equity and inclusion (DEI) initiatives, along with expert guidance on what to do next.
This follows a survey of 2,000 workers across the UK and Ireland, which found that more than 6-in-10 employees believe ‘employers are talking about DEI more than they are taking action’.
With 66% of people rating their employer’s DEI approach as a ‘somewhat’ or ‘very important’ influence on their plans to stay in a role, the issue is more pressing than ever.
What role does data play in improving DEI?
Understanding the workforce is a fundamental first step to making organisations more diverse, equitable and inclusive.
Clear and reliable demographic data forms the basis for a whole host of insights into how different groups are faring. For example, by investigating measures such as recruitment and attrition.
How should organisations go about collecting DEI data?
Zellis built MyDiversity Data, part of its wider HR suite, so employees across the UK and Ireland could securely provide information on their characteristics.
This data feeds into the DEI Dashboard, a platform enabling HR and business leaders to visualise insights, identify target areas for action and measure progress.
In developing, testing and rolling out this new system, the following key principles were followed:
- Explain and reassure colleagues
Clear and consistent communication about the purpose and usage of DEI data is crucial. By providing regular updates on how data is being used and the progress achieved towards DEI goals, organisations can establish transparency and build trust with employees.
- Ask the right questions, in the right way
Wording, categories and options are important factors to consider. A sample diversity questionnaire is included within the report as a guide to good practice.
- Demonstrate senior leadership support
DEI data gathering should be strongly and visibly supported at the highest levels of the organisation. Regular updates and references by senior leadership helps to reinforce its importance and encourages employee participation.
What can organisations do next?
The report also features rich insights on taking DEI action from three external DEI experts:
- Siobhan Sweeney, senior director of diversity, inclusion and belonging at Element Materials Technology.
- Janet Hills (MBE), retired detective sergeant, Metropolitan Police Service; former chair, Met Black Police Association and former president, National Black Police Association.
- Julian Richard, managing director, extense diversity consultancy.
For their perspectives, real-life examples and practical tips, download the full report here.