What is DEI Data? Qualitative vs. Quantitative

Data is one of the cornerstones of success in advancing an organization's diversity, equity, and inclusion (DEI) goals. Without sound data, it’s impossible to know where you are as an organization, where you’re trying to go, and how much progress you’re making.  

When we talk about data, there are lots of different ways we can differentiate the kinds of data but one of the most common is quantitative vs. qualitative data.

What is quantitative DEI data? 

In simple terms, quantitative DEI data is numbers. This data is any numerical metric that an organization uses to track its progress toward its DEI goals. 

Some examples of quantitative DEI data include: 

1. Demographic Data 

   1. Employee demographics: Percentage of employees by gender, race, ethnicity, age, disability status, sexual orientation, etc. 

2. Pay Equity Data

   1. Pay gap analysis: Comparison of average salaries between different demographic groups. 

3. Other Organizational Data

   1. Employee engagement & satisfaction survey: comparison of survey results across demographic group. 

What is qualitative DEI data?

Qualitative DEI data refers to non-numerical insights that provide a deeper understanding of employees' experiences, perceptions, and attitudes toward DEI initiatives. This data can be used to supplement quantitative data to enrich insights with examples of lived experience. 

Here are some examples: 

1. Employee Interviews: 

   1. Personal experiences and stories related to diversity, inclusion, and equity in the workplace. 

2. Focus Groups:

   1. Group discussions on topics such as workplace diversity, equity, and inclusion. 

3. Open-Ended Survey Responses:

   1. Written responses to open-ended questions in employee surveys. 

4. Exit Interviews:

   1. Reasons for leaving the organization, particularly from employees belonging to underrepresented groups. 

Which one is more important?

A critical aspect of using data in your DEI efforts is acknowledging the importance of both quantitative and qualitative data. Often, when we discuss data, it can be easy to focus on the numbers without considering the importance of the narrative information. But those narrative insights provide critical information on how individuals are living their daily lives at work in your organization. On the other hand, collecting qualitative data without looking for quantitative trends is also a pitfall to avoid. Finding ways to quantify your qualitative data or connect it to other numerical data you have helps you to determine trends in your organization.  

Looking for support in your quantitative and qualitative DEI data needs? Contact us at Plan to Action today to drive meaningful change, together.