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To drive impactful change, organizations must define starting points and measure progress — and data is essential to that practice. Initiatives related to diversity, equity and inclusion (DEI) are no exception. Exploring DEI data — such as hiring, retention and promotion data disaggregated by gender, race, ethnicity, disability or other demographic indicators — reveals disparate experiences and potential areas for improvement that may otherwise go unnoticed due to unconscious biases or other limitations.
Consequently, chief data officers and chief DEI officers have an opportunity to partner more closely to enable transformative DEI initiatives. Below are three ways that these leaders can use data to craft their DEI story and build a more diverse, equitable and inclusive workplace:
1. Lay the groundwork for positive change
The only way to deliver business results is to know what problem to solve and to have a baseline for measuring progress. Organizations often use data to better understand their customers and target markets, and they should apply the same approach to advance diversity.
Using data to paint a picture of the current state provides visibility and enables buy-in to address inequities. Chief DEI officers need to first understand the current context and data to be able to establish a roadmap and define sustainable progress, as well as inform strategy and goals. And doing this transparently not only instills accountability but builds trust with stakeholders.
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2. Lean into DEI data to ask the right questions
Access to underlying talent data empowers leaders to have impactful conversations with HR, talent or the …