3 Quick Secrets For Managing Your Diversity & Inclusion Data

“Data, Data, Data” is the mantra that you’ve heard me chant to help you on your inclusive journey

But what if you’ve got no data, what if you’ve got incomplete data… what if you’ve got poor data?!

Get your pen and paper ready because I’m going to explain 3 secrets that will change the way you look at your data regardless of if you’ve got data or not.

In todays show we discuss several things including:

  • The mantra that you’ve heard me chant to help you on your inclusive journey
  • How you can create data from not having any data at all
  • Why “poor” data is still useful

Here’s some of what I share in the show:

No Data is Data

“In the first show in this series, I talked about how we could draw meaningful conclusions from small samples. Now I’m telling you that we can draw meaningful conclusions from no sample”

Incomplete Data is Data

“Knowing what people have provided tells you something about what people may think is appropriate or safe information”

Look at the role of the organisation in compromising the data

“organisations shouldn’t ignore is that they themselves may be the reason why people don’t want to share”


3 Suggestions to Help You Manage Your Diversity & Inclusion Data

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences