Representatives from 15 organisations came together to learn and understand more about collecting and analysing data to help drive their diversity and inclusion initiatives.
13 July 2016
Hosted at WISE member’s Aimia’s impressive central London offices, speakers with three very different approaches shared their organisations expertise and best practises. Attendees left with new ideas on how to dig deep into their organisations for evidence based data to help design appropriate initiatives.
Monica Stefanescu, Head of Reward EMEA at Aimia outlined how they are applying the data analytics skills that Aimia provide to their customers to extract targeted data measurements to ensure informed decisions around talent acquisition and development. Monica highlighted the many considerations - what to measure, methodology, privacy, transparency, compliancy and emphasised that one of the keys to success is building awareness amongst employees of the ultimate benefits that sharing information will bring.
Intel has invested significantly to address the issue of diversity in IT. Jo Watson, Global Diversity and Inclusion manager for EMEA, reminded attendees of the business case for diversity and inclusion which is at the heart of Intel’s evolution and growth. Jo shared some diversity gender targets and how Intel is stepping up to that challenge.
Gender pay gap reporting is going to be a very big topic in the coming months. Jane and Beverley from DLA Piper gave valuable insights into what will need to be reported, some oddities in the process and the importance of including narrative to explain discrepancies.
Top 10 Takeaways
- Data collection and measurement is not a solution by itself - It is important to look at the data in context and track and compare responses over a period of time
- Collecting and analysing data helps inform decisions and set goals
- Research brings business credibility
- Evidence based approach can drive conversations, programs and initiatives
- Determine a methodology for capturing and analysing information
- Ask the right questions
- Ensure that respondents are clear about why they are being asked for this information and how it will benefit them to share it
- Involve the majority group; move from gender into inclusion and engaging with all employees
- Strip out bias from responses
- Agree who has access to this data and the analysis