In today’s evolving business landscape, diversity, equity, and inclusion (DEI) have become urgent priorities for organizations worldwide. Recognizing the need to address DEI challenges, companies are increasingly leveraging data analytics and reporting to gain valuable insights into their workforce and drive meaningful change. Here’s a brief description of how we use DEI analytics and reporting to address systemic biases and build inclusive workplaces.

The reason we utilize HR analytics is with the aim of shedding light on critical touchpoints in the talent decision-making process. By closely monitoring who gets tapped for advancement opportunities, understanding the speed of promotions, and examining where candidates drop out during recruitment, organizations can pinpoint areas of improvement. For example, data analytics can reveal if certain demographics are underrepresented at different stages of the selection process, or if biases are hindering progress – such as what is causing “the Broken Rung” of women’s leadership.

While data analytics uncovers problem areas, it’s essential to remember that solving DEIB challenges requires more than just numbers and charts. Having a dashboard or a payroll system with basic analytics can show you where the problem is – but not how to solve it. It takes a fundamental shift in processes and collaboration with the people implementing those processes. In the workplace, oftentimes decisions are driven by gut feelings or emotional factors rather than rational analysis. That’s why successful inclusion initiatives combine data-driven insights with the expertise of individuals to drive impactful change.

In fact, in the five years we’ve been doing data analytics and DEI at Orange Grove Consulting, we’ve observed that most companies aren’t even tracking their data properly. Many organizations struggle to implement consistent tracking methods, leading to inaccurate data collection. Another common issue that comes up is that data systems often fail to communicate with one another, further complicating the analysis process. That means before you start using analytics to create inclusive environments, you may need to do a review of all your company’s data processes.

That’s where a DEI provider with deep expertise and experience like Orange Grove Consulting comes in. Our team can provide the guidance and insight to using analytics effectively when it comes to improving inclusion and belonging. Our team will first identify problem areas in your processes, based on the data available, and then share actionable insights that develop into targeted DEI strategies, which you can then measure and adjust based on results.

Recognizing that the barrier to inclusion includes problems with both people and data will help you effectively tackle the DEIB challenge. It’s time to harness the power of data analytics to gain valuable workforce insights and drive meaningful change in your organization.