Data plays a fundamental role in an organization that wants to promote an inclusive culture, based on pillars such as diversity and equity, psychological safety e belonging. The information collected provides an objective and measurable basis for understanding, promoting and monitoring Diversity, Equity, Inclusion and Belonging (DEIP).
Building a diversity strategy based on data starts with carrying out a Diversity CensusThis is a survey with the main aim of collecting data on the demographic characteristics of its employees. The focus is on assessing diverse aspects such as gender, race, ethnicity, sexual orientation, disability, age, religion, among others. By recording this data, it is possible to understand the composition of diversity within that environment and then develop and implement consistent policies that promote a more welcoming and fair working environment.
It is worth noting that the Census is an increasingly relevant tool that is helping leaders make informed decisions about diversity and inclusion strategies.
Should I take a census? How will it help me?
As we commented, the Census is a crucial first step in promoting an inclusive culture. On a diversity journey, data not only provides a form of measurement, but is also a powerful tool to promote a sense of belonging, increase equity and ensure that actions and policies are really making a difference.
With data, organizations can demonstrate how the diversity of experiences, perspectives, backgrounds and skills results in more creative and successful solutions that dialogue with the company's stakeholders.
A Diversity Census allows a company to align its working practices with its employees and its DEIP commitments, to ensure that all employees feel valued and recognized.
How to carry out a Diversity Census in your company?
It is necessary to combine planning and strategy for carrying out a Census, in order to ensure that the data collected is useful, reliable and respectful. We shouldn't see the Census as "just" a tool for collecting information, as it is the starting point for concrete actions towards a diverse and equitable organization.
In practice, define questions that help you understand all the aspects of diversity needed to design your strategy, for example, "what is your gender?", "how do you identify racially?", "do you have a disability?", "what is your age group?". All this based on the people who make up your company's ecosystem.
IMPORTANT: Collaborators are the protagonists of this research. Don't forget to establish effective, inclusive and transparent communication, covering all the stages of the Census and how the data will be used. This is an excellent way of establishing an environment of trust and psychological security.
While the responses are being collected, make sure you monitor the progress of those taking part and, if necessary, repeat the communication process. There shouldn't be a feeling of obligation on the part of those who are responding, but rather a feeling that, with this data, the organization will be able to evolve more and more in what it is proposing.
Once the data has been collected, it should be analyzed systematically to identify relevant patterns and trends. After this stage, the results of the Diversity Census must be communicated in a way that is didactic and accessible to everyone.
Only after analyzing the data, develop action plans to promote DEIP. It may be necessary to create or improve inclusion and diversity policies, with structured planning that connects with leadership. You can also offer training based on the results to educate participants on the priority diversity issues identified. Don't forget to monitor the results periodically, carrying out regular Censuses to measure progress and adjust strategies as necessary.
Promoting a diverse and inclusive culture
Although demographic data provides a quantitative view of diversity, it is unlikely to reveal the quality of inclusion. You need to pay attention to how the level of belonging is in your organization, to identify emotional and social issues that may not be perceived with numbers alone.
When people feel they belong, they are more likely to engage, innovate and stay in organizations. Assessing belonging helps companies to identify the factors that influence employee satisfaction and commitment, in the sense of collaborative relationships. In other words, looking at belonging is also about assessing the quality of DEIP's work and not just the quantity.
At PlurieBR, we believe that the success of a culture focused on DEIP is directly related to cross-referencing this data with relevant business indicators, such as turnover, promotions and others. By integrating these elements, companies can identify patterns, inequalities, opportunities for improvement and create strategies that promote an inclusive culture.
Want to know how we can help? Click here and talk to PlurieBR about the Diversity Census in your company.