In order to get a full picture of the diversity of your organization, there are many aspects that must be analyzed. HR needs to take a look at who makes up the applicant pool, whether recruiters are targeting specific races in their recruiting efforts, and whether that’s being done intentionally or not. You also need to take a look at the diversity of your employees and dive deeper into their performance to determine if there are any notable differences. Turnover is another key factor to study to identify if it’s consistent across groups or if there is one group of employees who is more likely to leave or be terminated.
Proper analytics are key for efficiently and accurately illustrating the full story. Humans are terrible at estimating and evaluating probability. And when numbers start to go up, we often believe the number change is more critical than it is. You may hire one Black person and feel that you’ve made real strides toward diversity, but adding one person of color doesn’t mean your company is now diverse.
Real numbers are essential in general life, but they can be extra important when making diversity and inclusion decisions.
To keep reading, click here: Why Data and Analytics Provide the Best Insight Into DE&I
If recruiters are targeting specific races during their recruiting efforts, that in and of itself is racist. No reasonable person would disagree with that assessment.