| 1) | Analyse your current state of DEI | Use demographic data points to analyse diversity and inclusivity in your hiring practices, representation across your current workforce and understand how it varies across business units and employment levels (i.e., entry-level vs. managerial vs. C-suite).
Review employee experience feedback to learn how different races, genders, ages or otherwise-defined groups feel about working for your company from a DEI perspective. Standardise and document important data points so you have a baseline upon which you can measure your future efforts to eliminate unconscious bias. |
| 2) | Identify key KPIs and metrics | Once you have a cohesive picture of your current DEI landscape, identify key KPIs you want to accomplish and the metrics you will use to measure progress. These could range from hiring and retention rates for specific demographic groups to representation percentages in leadership roles.
By continually monitoring these metrics, organisations can ensure they are on the right track and make necessary adjustments. |
| 3) | Embrace artificial intelligence | There is no shortage of debate about whether or not artificial intelligence (AI) belongs in the world of DEI. Ignoring AI’s potential to scale and automate efforts to eliminate biases and deliver sophisticated insights is highly misguided.
AI has enormous potential to enhance our ability to recognise and eliminate unconscious biases, but like humans, it must be trained to do it well. It requires using large and representative data sets so that it can learn to make decisions without limiting diversity potential. |
| 4) | Report publicly and often | Public and frequent DEI data reporting has multiple benefits. It ensures accountability, pushing organisations to tackle unconscious bias and enhance their DEI culture. The Google case illustrates how public pledges can spur action.
Such transparency fosters trust among all stakeholders, including employees, investors, partners and customers. It also encourages introspection within teams, prompting them to identify and address biases within their own spheres. Regular reporting provides a factual benchmark of progress, enabling ongoing improvement and facilitating open conversations about future directions. |
| 5) | Partner with experts to guide you | Navigating DEI and unconscious biases is a complex process requiring specialised expertise and experience. To position your strategy for success, it is a good idea to enlist the help of professionals who know how to design data-driven strategies, particularly in the diversity realm.
Hiring data scientists or diversity specialists (in full-time, temporary or consultant positions) can ensure your efforts yield the results you expect and need to make a real impact. |
The myth that DEI data is harmful
Addressing the myth that data collection on diversity hinders progress is crucial. Critics argue it boxes people in, leading to diversity-focused rather than merit-based decisions.
However, the truth is that unconscious biases prevent organic DEI growth.
Indeed, merit matters. Decisions should not hinge solely on demographics, but we must tackle biases to foster diversity without compromising decision integrity. Therefore, data must be more than a mere compliance tool; it is essential for driving meaningful, lasting change.
Unconscious biases are at the root of many DEI challenges for organisations across industries and around the globe. An objective, measurable and data-driven approach is the best way to eliminate these biases and create real change. While misconceptions about the role of data in eliminating bias and promoting DEI are prevalent, with the right methods and practices, data can be the most powerful tool for making a real impact.
Extracted from: https://hrmasia.com/five-crucial-steps-to-a-data-driven-approach-for-minimising-bias/
By: HRM Newsroom | Jan 2, 2024
