When we began the journey of writing Inclusalytics: How DEI Leaders Use Data to Drive Their Work, we realized that so many organizations were still early on in their DEI journeys and needed support determining what DEI is at its core, how to measure it, and how to turn that data into action. With those questions from our clients in mind, our research background in human behavior in the workplace, and through copious interviews with DEI leaders, Inclusalytics was born. The reception for the book over the last three years has been more than we could have ever imagined!
And while the book is an easy read, sometimes you need something even shorter to digest or perhaps a quick refresher on key points.
Never fear! Over the course of the next few months, we’ll be releasing “Inclusalytics Snapshot” blogs for each of the chapters of our book Inclusalytics. These recaps (or sneak peeks!) provide a glimpse of some of what we covered in our best selling book. Up next: Chapter Nine!
Chapter 9: Share Insights to Inspire Action
Once you have analyzed your organization’s DEI data, the next critical step is to communicate your findings effectively. Sharing insights in a structured, strategic manner ensures that the data informs decision-making, fosters transparency, and inspires meaningful action.
Interactive Dashboard
An interactive dashboard is a powerful tool for presenting DEI data dynamically and sustainably. Designed with the end user in mind, a well-structured dashboard provides easy-to-digest visuals that help monitor objectives with relevant and timely data. Typically, these dashboards are only accessible internally on a need-to-know basis but can be leveraged to generate outward-facing reports when appropriate.
A DEI dashboard serves as a visual summary of HR, DEI, and other relevant organizational data. It provides insight into where the organization currently stands and where it aims to be, enabling high-level, data-driven decision-making. However, designing and maintaining a dashboard requires time and resources. Investing in a robust data visualization process upfront ensures clear and up-to-date displays that drive DEI strategy in real time.
Applying design thinking principles—empathizing, defining, ideating, prototyping, testing, and implementing—ensures that dashboards are effective and user-friendly. Key components of a DEI dashboard include:
Dashboard name
Purpose statement
Audience
Version and release notes
Refresh schedule
Date/time last refreshed
Contact information
Glossary (codebook)
Importantly, dashboards are not endpoints but tools to refine ongoing inquiry. Data is only as useful as the actions it informs.
Static Report
A static DEI report serves as an essential communication tool for employees, shareholders, boards, and external stakeholders. Many organizations default to an annual report, providing a snapshot of progress over time. These reports play a key role in demonstrating commitment to DEI, sharing progress, and alerting employees to ongoing interventions.
The reasons for distributing DEI reports include:
Building trust through transparency
Demonstrating concrete actions taken
Informing employees about DEI initiatives
By making these reports accessible, organizations reinforce their dedication to fostering an inclusive workplace.
Data Transparency
While organizations should be strategic about what data is shared in external reports, some level of transparency is essential for building trust and accountability. Employee resource groups (ERGs) can benefit from more detailed data, as they often play a crucial role in aligning DEI efforts with company goals. Providing ERGs access to relevant data allows them to identify opportunities for improvement and tailor initiatives accordingly.
Reporting Best Practices
Effectively communicating DEI insights requires a structured approach. Best practices for reporting include:
Start with key takeaways: Highlight the most important findings, the organization’s planned actions, and any expectations for employees. Tailor these insights to the expertise of the intended audience.
Share your methods: Provide a clear summary of data collection and analysis methods. Offer a simplified version upfront, with a full methodological description available in an appendix.
Rely on visuals: Visual representations such as charts and graphs make data more accessible and impactful.
Select meaningful benchmarks: Compare internal and external benchmarks to provide context for DEI progress.
Have a Communications Plan
A well-structured communications plan ensures that DEI insights are shared effectively across the organization. Consider the following elements:
What story are you telling? Amplify the voices of underrepresented groups whose experiences the organization seeks to improve.
Provide the big picture. Clearly connect findings with action steps and the overarching vision for DEI efforts.
Use a multipronged communication strategy. Deliver the message through multiple channels to maximize engagement and support.
The more that leaders embrace and communicate the vision for DEI, the stronger the commitment across the organization. By sharing insights in a strategic and transparent way, organizations can inspire meaningful action toward a more inclusive workplace.
Want to read more? Buy your own copy of Inclusalytics here.
Looking to get started on your DEI measurement journey in your organization? Contact us today.
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