How to Use Data in DEI Messaging

The biggest mistake with data? Thinking it speaks for itself. Numbers can be intimidating. A spreadsheet can feel like  a wall of cold, hard facts. But data is never just numbers. Behind every digit, there’s a person, an effort, or a milestone. Think of data as the ingredients.  The story you tell?  That’s the recipe. Together, they create an experience people can taste, feel, and remember. So humanize your data and make it remarkable: 1. Start with a striking number.  - The kind that makes people pause. 2. Pair it with a story.  - Show who’s behind that achievement. 3. Use everyday analogies.  - Break complex data into simple, relatable terms. 4. Highlight the effort.  - Let your audience see the humans behind the milestones. 5. End with impact.  - How does this number change lives? Here’s an example: Instead of saying,  "Our campaign reached 100,000 people," Try this: "A single mother, Archana, found her first job through our campaign.  And she’s one of the 100,000 people we’ve reached so far." See the difference? Numbers give your message depth. Stories give it width. The next time you share a statistic,  ask yourself: “What’s the human story behind this number?” When we pair data with stories,  we don’t just inform, We inspire. 😊

It’s crucial to navigate the often overwhelming discourse surrounding Diversity, Equity, and Inclusion with clarity and purpose. The first step is to establish clear, measurable objectives for your DEI initiatives. This involves setting specific goals, such as increasing representation of underrepresented groups in leadership roles or improving employee engagement scores. By having well-defined targets, you can focus your efforts and measure progress effectively, cutting through the noise and demonstrating tangible results. Another key strategy is to leverage data to inform your DEI efforts. Collecting and analysing data on workforce demographics, employee experiences, and the impact of DEI programs allows you to identify areas for improvement and track the success of your initiatives. Data-driven approaches help to ground your DEI strategies in evidence, making it easier to communicate the importance and effectiveness of these efforts to stakeholders. This not only helps in addressing misconceptions but also in building a strong case for continued investment in DEI. Finally, fostering an inclusive culture requires active and visible leadership. Leaders must model inclusive behaviors, such as actively seeking diverse perspectives and addressing unconscious biases. Providing regular training and creating platforms for open dialogue can help in building a more inclusive environment. Additionally, involving employees at all levels in DEI initiatives, through resource groups or feedback sessions, ensures that everyone feels a sense of ownership and commitment to these goals. By maintaining a continuous focus on improvement and staying informed about best practices, everyone can effectively cut through the cacophony and drive meaningful change within their organizations. #diversity #equity #inclusion #belonging

🌈 As a gay professional, the importance of ongoing discussions about diversity and inclusiveness in the workplace cannot be overstated. Let me take the example of the G.E.O. Foundation, which is a non-profit foundation dedicated to connecting LGBTQ+ senior leaders and promoting these crucial conversations throughout the Netherlands. As you know, diversity and inclusiveness should be a priority in every boardroom. However, the journey to becoming an organization that fully leverages the benefits of diversity through inclusiveness remains a significant challenge for many companies. Can you imagine that, as mentioned by Boston Consulting Group (BCG) in 2022, 35% of LGBTQ+ employees go back into the closet when they enter the corporate world, and even at the top level, 20% of managers remain closeted? Despite representing approximately 11% of society, LGBTQ+ professionals hold less than 0.1% of senior leadership roles. Without diversity in executive roles, organizations fail to reap the full benefits of Diversity and Inclusion. Despite the pressure companies are facing to back their DEI strategies with comprehensive, verifiable, and comparable data, our new factsheet is designed to help organisations enhance their #DEI efforts and transparently report on their progress. In the article, Cilia Keser, Head of People and Culture, and Zuzana Struharova, Outsourced Sustainability Manager Practice Lead, provide: 👉 Practical steps to develop a robust DEI reporting framework; 👉 Key metrics and indicators to track and measure your DEI initiatives; 👉 Tools and best practices to collect and analyze DEI data effectively; 👉 Strategies to communicate your DEI progress and impact to stakeholders; Ready to take your DEI efforts to the next level? https://lnkd.in/eH7Ae9w4 #Diversity #Inclusion #LGBTQ #Leadership

People Leaders - Data is your strongest ally We recently spoke with Roz, VP of Talent at Zillow. She shared an excellent example of using data to showcase their gains on the DEI front. She hypothesized that remote work would improve diversity hiring. The results after a couple years? - 4X more applicants per job - Female hires up from 43% to 54% - Black hires increased from 9% to 14% - Hispanic/Latinx hires up from 8% to 11% - BIPOC representation increased by 3% Data is the new leverage for people initiatives. Metrics counter emotions and egos. Arm yourself with analytics. Run experiments. Then showcase the ROI of your solutions. Want more tips? Sign up for our newsletter in the comments. How are you using data to back your big people decisions?