I’ve told the story many times about how when my former business partner, Victoria Mattingly, asked me to join her at Mattingly Solutions in 2021, she also asked me if I’d be interested in co-authoring a book with her. When we began writing our book, we realized that so many organizations were still early on in their DEI journeys and needed support determining what DEI is at it’s 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, we were able to write Inclusalytics: How DEI Leaders Use Data to Drive Their Work. The reception for the book over the last three years has been more than we could have ever imagined! One of my favorite compliments we receive is that the book is an easy read, and that is exactly what we wanted. A simple, yet thorough, guide for a practitioner starting their data-driven DEI journey.
Now three years later, I find that there are plenty of organizations still finding their way in the DEI space. 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. Let’s get started!
Chapter 1: Why DEI & Measurement Matter
In this chapter, we provide some introduction into why measurement is so crucial in the process of improving an organization’s diversity, equity, and inclusion (DEI). Similar to other business metrics, such as profit margin or forecasted sales, in order to best prepare for future efforts and understand the current status, DEI needs to be measured impartially and consistently.
This chapter also outlines the book's purpose: to explain how to use data to quantify and improve DEI at your organization. This includes helping individuals answer the following questions:
What diversity data should I be looking at?
How do I measure equity?
How can I use survey data to measure workplace inclusion?
Lastly, this chapter makes clear that there is no one right way to approach DEI, as each organization is different. Further, our understanding of DEI is constantly growing and evolving. The important thing to keep in mind is that each organization needs to prioritize measurement to know where they are and where they need to go.
Key Definitions:
Inclusalytics: the process of applying statistics to DEI data to detect patterns, make predictions, select evidence-based interventions, and assess the impact of those interventions to advance workplace inclusion
Operationalize: clearly defining a term and how it will be experienced and used
Chapter 2: Defining DEI
The focus of Chapter 2 is on defining the key terms of diversity, equity, and inclusion.
“If we can't agree upon these words' distinctive meanings, then we don't have a shared language to even begin to address the issues that are preventing organizations from building more diverse, inclusive, and equitable cultures and workplaces.”
In this chapter, we both clearly define these three terms as well as provide some clarity on what they’re not.
Diversity
Diversity is defined as the presence (and amount) of difference among a group within a given setting. Some important notes about diversity:
An individual cannot be diverse.
Diversity is not a code word for a specific demographic.
Diversity is not a zero-sum game.
Equity
Equity is defined as the fair treatment of all employees regarding the accessibility of information, opportunities, and resources. In other words, equity is about detecting and eliminating barriers in an organization's policies, practices, and procedures that prevent individuals from reaching their potential.
What’s important to note is that equity is not parity, or when all things between all groups are equal. Instead, it is about recognizing systemic advantages and barriers that exist in society and how each person's unique background affects what advantages they enjoy and the barriers they face.
Inclusion
Inclusion is defined as the actions that make others feel valued, respected, seen, and heard. While all three letters are essential to success, inclusion is really what connects the dots across diversity and equity to create an organization where everyone can be their best selves.
This chapter outlines the three-tiered model of inclusive behaviors, including everyday inclusion, such as microaffirmations, inclusive leadership, and allyship.
Microaffirmations: small acts, which are often hard to see, that are public and private, often unconscious but very efffective, which occur whenever people wish to help others to succeed
Inclusive leadership: behaviors such as learning and meeting individuals needs, holding others accountable for DEI, and building diverse teams
Allyship: actions such as bystander intervention, sponsorship, and activism
What’s important to note is that inclusion is about behaviors, while belonging is the feeling that results from these actions.
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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