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The mistake companies make when they use data to plan diversity efforts

Katie WullertShannon Gilmartin Caroline Simard write in The Harvard Business Review, "You’ve probably seen these headlines: “Tech still doesn’t get diversity”, “Only 1 Fortune 500 company is headed by a woman of color”, “Where are the minority professors?”, “More Latinos needed in corporate executive positions.” In U.S. firms, a lack of diversity and inclusion is a major problem – and there is growing recognition the status quo needs to change.

In order to step up diversity efforts, organizations often start with people analytics to pinpoint where to intervene. But as organizations take a data-driven approach to identifying areas of change, many encounter one issue: they have a great deal of data about the experiences of certain groups, but far less on others. In working with companies seeking to improve diversity and inclusion, we have found small numbers can be a big sticking point.

An organization may be able to tell a clear story about how women in general are faring, or may be able to discuss the experiences of people of color broadly, but what about Asian women compared to Black women, or Hispanic men compared to white men? When we start to break down demographic groups, many companies struggle." READ MORE>>

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