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How to make a great difference when hiring, to Make Real Progress on D&I, Move Past Vanity Metrics.



Creating a more diverse and equitable organization involves the hard work of confronting brutal facts and navigating emotional issues with the heart. Indeed, in 2020, more organizations had honest but difficult conversations and implemented new management tactics related to diversity and inclusion (D&I). But to enact meaningful change, we must empower these initiatives with data.


Numerous studies have shown the benefits of a diverse, equitable workplace for business performance, innovation, customer loyalty, and employee trust. Diverse teams better represent the customers they serve, make decisions with fewer blind spots, and bring more varied and innovative thinking to problem-solving.


The challenge is that it’s often difficult to know what’s going on inside a company. Habits, existing processes, and unconscious biases shape our understanding of what’s happening, which can cause us to overlook issues or over-index on correcting them. Data can reveal the irrefutable truth, turning a conversation based on opinions and beliefs into one based on facts.


Using data in diversity and inclusion initiatives can help organizations move beyond tick-the-box exercises. It can enable them to take an honest look at where they’re falling short, assess the experience of specific groups in the company, and prevent employee attrition before it happens. Here are the four major steps required for data-backed efforts to get to a more equitable workforce and society.