Forget Diversity, Equity, Inclusion & Belonging
In today’s world, you’d struggle to find people and businesses that are not talking about Diversity, Equity, Inclusion and Belonging (DEI&B) as a business and even personal priority. It’s a goal, a value, a differentiator, a part of organisational culture, and at the same time, an area where we all feel we have room for improvement.
On the one hand, a focus on diversity, equity, inclusion and belonging is vital for companies looking to build workplaces that are representative of the world in which we live. On the other hand, investments in diversity, equity, inclusion and belonging have a well-documented relationship to business performance and increased profits.
But, it's time to forget DEI&B and start talking about DDDEI&B. And by that, we mean data-driven insights into how your clients can develop their DEI&B goals. In our recent webinar, we explained why this strategic priority has become so important today. We know that racially diverse teams outperform less diverse competitors by 35%. We also know that cognitive diversity is a gateway to enhanced creativity and innovation.
Notably, the research is unequivocal regarding the impact on engagement levels. Diverse teams are more likely to adapt well to change. So, the evidence is crystal clear. DEI&B strategies are not an added strategic luxury but critical to the development of any organisation today.
Conscious and unconscious bias
So, how can people analytics support this? Our recent webinar identified four key ways in which this happens. Firstly, the right analytics will help your clients to negate conscious and unconscious bias. It also enables organisations to collate multiple data sources to provide maximum reporting capabilities. Most organisations still have blind spots and diversity gaps, and people analytics will allow your clients to identify this effectively. And finally, it also allows an organisation to use insights, early warnings and data drill-downs to see their underlying trends and issues, making long term planning much more effective.
Four critical ways in which people analytics can help your clients’ DEI&B strategy by becoming DDDEI&B. Or, as we like to say, people analytics are more accessible, more actionable and more impactful.
To find out how our award-winning people analytics product, illumin8HR, can help your customers to make informed decisions from accessible insights, visit: https://www.activ8intelligence.com/the-illumin8hr-solution/.
Our next on-demand webinar will be arriving in October – we hope to see you then.
Key Takeaways from HR Analytics Summit 2021
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