Is There A Data-Driven Approach To Diversity, Equity, And Inclusion?

That’s a great question, and this post will provide answers. But what exactly is Diversity, Equity, and Inclusion in the workplace? The team at BuiltIn provides an excellent definition of DEI:
DEI stands for diversity, equity and inclusion. Diversity is the presence of differences within a given setting. Equity is the process of ensuring that processes and programs are impartial, fair and provide equal possible outcomes for every individual. Inclusion is the practice of ensuring that people feel a sense of belonging in the workplace.
So how does data enter into workplace DEI strategies?
First things first. Market Watch data points out that increased cash flows and sales are two direct results of building a diverse workforce. That’s just good for business.
A diverse workplace that reflects the demographics of its community is conducive to innovative thought and action. But there’s more to DEI than diversity.
Diverse workforces tend to form organically. But sometimes HR leaders and hiring teams need to take a data-driven approach. They need to ensure that the diverse community of job candidates at large has full access to new employment opportunities.
Employee inclusion means that every employee has a voice that will be heard.
Underrepresented demographic and minority groups should have equal input and influence in the corporate infrastructure. This means encouraging participation and influence in meetings, policy formation, social settings, and all aspects of the business’s operations.
HR professionals are using data from anonymous surveys, opinion portals, gamification, employee engagement apps, and other creative sources to track inclusion in real-time.
Equitable human resources practices make opportunities for employee advancement, success, and promotion available to all employees on an impartial basis.
Are employees from all groups getting access to opportunities? Are they pursuing opportunities on an equal footing? Are all demographic groups getting promoted and advancing proportionally? Data can provide some of the fundamental answers to these questions.
Accurate employee demographic information can provide HR and hiring teams with the data they need to monitor the composition of their workforce.
According to data from Glassdoor, a diverse, inclusive workforce can be extremely good for business. Make sure you’re capturing and using concise, up-to-the-minute data to ensure that you have a solid DEI strategy in place. Your bottom lin will grow because of your diligent efforts!
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