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Designing a Data-Driven Diversity & Inclusion Strategy
Joelle Emerson, Founder & CEO
Designing a Data-Driven Diversity & Inclusion Strategy Joelle - - PowerPoint PPT Presentation
Designing a Data-Driven Diversity & Inclusion Strategy Joelle - - PowerPoint PPT Presentation
Designing a Data-Driven Diversity & Inclusion Strategy Joelle Emerson, Founder & CEO Data-Driven D&I Strategy Collect data Take targeted action Measure progress ATTRACT SELECT DEVELOP RETAIN ATTRACT Collect Data How diverse is
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ATTRACT DEVELOP SELECT RETAIN
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ATTRACT
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How diverse is our incoming pipeline? Which candidate sources are most diverse? Which candidate sources are most successful?
Firm X
Collect Data
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Collect data: 70% of people who apply to jobs through our website are men, and applicants through our website make up 65% of hires. Take targeted action: Review language and images on your website and job descriptions, and update them to be more inclusive. Measure progress: Is the representation of women in online applicants higher?
Measuring Progress
Firm X
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SELECT
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What is happening at each stage of the hiring process? How do candidates feel about the hiring process?
Collect Data
Firm X
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Collect data: Candidates of color are successful across each stage of the hiring process, but are less likely to accept offers. Take targeted action: Survey candidates to better understand why they’re not accepting offers. Coach recruiters and interviewers to address identified barriers. Measure progress: Have acceptance rates increased over time?
Measuring Progress
Firm X
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DEVELOP
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Who is getting promoted, and at what rate? What types of feedback are people receiving?
Collect Data
Firm X
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Collect data: Women are more likely to receive developmental feedback on communication style. Take targeted action: Train managers on how to manage bias in performance evaluations, and equip managers of strategies to manage bias before an evaluation cycle. Measure progress: Are evaluations more equitable in the next cycle?
Measuring Progress
Firm X
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RETAIN
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Who is staying and who is leaving? How do people feel about the
- rganizational culture
(surveys, exit interviews)?
Collect Data
Firm X
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Collect data: Employees based outside the US are less likely to feel like they belong. Take targeted action: Update onboarding practices to connect new employees with tenured buddies who can answer questions and help them integrate. Measure progress: Does the gap between US and non-US employees decrease?
Measuring Progress
Firm X
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ATTRACT DEVELOP SELECT RETAIN
- Collect data
§ Understand the current state of D&I § Identify existing barriers to D&I
- Take targeted action
§ Allow the data to inform your D&I priorities § Implement research-backed strategies
- Measure progress
§ Make small changes and measure immediate progress § Measure long-term, overall representation
A Data-Driven Approach to Diversity & Inclusion
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Thank you!
www.paradigmIQ.com