Inclusalytics Snapshot: Chapter 10

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 Ten!  

Chapter 10: Build the Strategic Foundation

Building a strong DEI strategy requires a rigorous, data-driven approach. Collecting data before developing a strategy ensures that the organization’s interventions are grounded in evidence rather than assumptions. Once data has been gathered, organizations can lay the foundation for meaningful and sustainable DEI improvements.

Setting the Strategy

Before implementing DEI interventions, it’s crucial to assess the organization’s readiness for change. The DEI Readiness Model helps evaluate preparedness by categorizing organizational attributes that indicate whether an organization is ready to move forward with a specific set of interventions. Organizations can track progress by surveying employees to gain insights into their perceptions of DEI efforts. Completing a thorough organizational audit can also help determine where your company lands in terms of readiness.

The key is recognizing and accepting the organization’s current stage. Measuring the starting point allows organizations to chart a path forward. Readiness builds on itself—confidence in one stage signals readiness for the next. However, it is essential to continuously monitor, measure, and iterate to ensure sustained progress.

Defining the Impact

Now that you know what level of readiness your organization is at, you can start to consider interventions. Before selecting an intervention, organizations should clearly define the impact they aim to achieve. Starting with the desired end state and being as specific as possible ensures that the intervention is aligned with measurable outcomes. The right level of intervention depends on organizational readiness, with middle management often being the most effective, though challenging, area to target. 

Middle managers play a pivotal role in shaping workplace experiences. Effective DEI strategies must be embedded in their daily work. Gathering qualitative data from middle managers helps tailor interventions to fit within their responsibilities. When managers invest in their teams, they foster an engaged, loyal workforce that brings their best selves to work. 

Setting Goals and Accountability

Diversity goals should be tied to representation benchmarks, such as national averages, local demographics, and industry-specific data. Once impact measures are established, each should be assigned to a specific leader. Without clear accountability, progress can become diffused, leading to minimal responsibility and follow-through. 

Generating Ideas 

Organizations benefit most when DEI solutions come from within rather than relying solely on external sources. Inclusive leadership behaviors vary by organization, and using internal survey data can pinpoint areas for improvement. Needs and priorities differ across departments, so collecting qualitative feedback helps generate targeted ideas that align with specific team requirements.

Avoiding the "Visibility Trap"

Regular status updates are crucial to maintaining engagement with DEI efforts. However, organizations should avoid prioritizing high-visibility interventions over more effective, albeit less conspicuous, ones. Some impactful DEI efforts may not look like traditional DEI initiatives. It’s important to clearly communicate the strategic intent behind interventions to prevent perceptions of virtue signaling.

Developing an Implementation Plan

A well-structured implementation plan should be in place before launching DEI interventions. Organizations should collaborate with communications teams, learning and development professionals, executive sponsors, external consultants, and other key stakeholders. 

Key considerations for implementation include: 

• Finding the optimal time to launch interventions 

• Ensuring managers, employees, contractors, and customers are effectively informed and engaged 

• Assessing in-house capacity to execute and measure the intervention 

Building key performance metrics into the implementation plan allows organizations to track the effectiveness of interventions and make data-informed adjustments over time. By establishing a clear, strategic foundation, organizations set themselves up for long-term success in their DEI efforts. 

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.