Even as organizations fully commit to diversity, equity, inclusion, and belonging (DEIB), they continue to grapple with progress that falls short.
In a recent study on systemic racism, public affairs firm Edelman found that people of every ethnic group report a gap between their expectations and organizations’ performance on diversity and inclusion. And in its recent global diversity and inclusion survey, professional services giant PwC found that while diversity is a stated value or priority area for 75% of organizations, 32% of respondents still feel diversity is a barrier to employee progression.
Employee and consumer demands for progress are clear. Now, investors are following suit, demanding more transparency into companies’ diversity programs, metrics, and key performance indicators. As a result, organizations everywhere understand they must do more to take a disciplined approach and prove tangible progress in hiring, retaining, and promoting diverse talent while creating a culturally aware workforce.
In a recent webinar, Stacia Garr, co-founder and principal analyst at RedThread Research, and Phil Willburn, head of people analytics and insights at Workday, explored a framework for how to think about DEIB analytics and an approach to making decisions with people data.
Start With Data
These organizations’ responses begin with data—because