3 Suggestions to Help You Manage Your Diversity & Inclusion Data

One of the things I encourage organisations to do to on their journey to inclusion is to collect and understand their data

Find out the 3 common problems that you experience in your organisation when you first start collecting data.

Here are some key messages from this episode

  • 3 common problems that you’re going to get when you first start collecting data
  • Popular myths used to undermine your data collection efforts
  • Why Small Data matters more than you think

Play the episode for more.

Here are some key takeaways from this episode

Be willing to make claims based on small numbers

“The point I’m trying to make here without getting too technical is that when we’re talking about small populations, small numbers have a greater meaning.. This is the point that was made in the article”

Dig deeper into the data

“Small numbers are the perfect opportunity for gathering interview-based data”

Don’t settle for small numbers

“We need to start getting bigger numbers to start getting more insights and a greater understanding of the organisation. These will also be indicative of addressing some of the biggest problems that organisations experience when they become inclusive which is engaging people they want to include and creating a culture of inclusion”

Here are some resources so you can go deeper

The Mistake Companies Make When They Use Data to Plan Diversity Efforts

Check out these related episodes of the show

3 Reasons Why Your Organisation is Afraid of Your Diversity & Inclusion Data

3 Quick Secrets For Managing Your Diversity & Inclusion Data

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:


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