11 June 2020

A Small Step in a Much Longer D&I Journey

Stacia Garr
Co-Founder & Principal Analyst

TL;DR

  • Research currently underway for our next D&I Tech update
  • Technology can identify potential patterns or problems with current processes
  • Having predictive data can offer insights not previously available
  • How the D&I tech market is growing and potential next trends

It goes without saying that the killing of George Floyd and the subsequent protests have laid bare the significant race-based differences prevalent in American society. Unfortunately, despite many leaders’ best efforts, those differences don't stop when people pass through the doors of corporate America.

We all know that diversity and inclusion (D&I) is important to business outcomes. But, even more, it's critical to our humanity. Seeing and respecting others for everything they bring – and ensuring that everyone feels safe, valued, respected, and like they belong – is a critical part of a human environment, not just a work environment.

Why we care

Given everything that's happening, there's an even greater need to bring all of our resources to bear on understanding and improving diversity, inclusion, equity, and belonging in companies today.

Responses from corporations with statements supporting the protests against racism have been swift and numerous. However, only a small fraction of those have been turned into actions by taking tangible steps. Companies, such as Goldman Sachs, Lego, and Cisco12, donated millions to charities to help fight racism and inequality, but there's still much that remains to be done to improve levels of diversity, inclusion, equity, and belonging within organizations.

Aware of this heightened call to action, we're undertaking our 2020 update to our D&I technology research. While we recognize technology is only one part of how leaders can address the underlying challenges within their organizations, it's still an important part.

In particular, technology can help identify patterns that may not have been previously known to exist, determine areas that need to be worked on, heighten awareness at critical decision points, and provide predictive data that can guide better insights for the future.

How you can participate

We invite you to participate in our research if you are one of these 3 groups:

  • Customers of D&I tech vendors. If your company uses D&I technology in any form, we’d love to hear about your experience in our short 5-7 minute poll at danditech.com. Below is a list of companies previously included in our research (any of which might be one of your vendors) that you can give us feedback on. If your vendor isn’t on there, tell us which they are and give us your feedback – we'll track them down to get the other information we need from them.
  • D&I tech vendors who participated in our 2019 research. Your company should have already received an email informing you of the detail of our process and inviting you to take our survey. If you haven’t received this email, send us a note at [email protected].
  • D&I tech vendors who have not yet participated in our research. If you think you should be included, send us an email at [email protected], explaining your solution and why you think you should be part of the study. We'll get back to you as soon as we can.

When we launched our first D&I tech study, it was in the midst of the #MeToo movement. We are at the beginning of another movement that also requires our utmost commitment. Our fervent hope is that our work – when combined with the good work of so many of you – will help move the dial on the inequities we see all around us. Thank you in advance for taking yet another step on this long journey to drive necessary, critical change.

Figure 1: Table of All 2019 D&I Tech Vendors | Source: RedThread Research, 2019.

Footnotes

  1. “Lego pulls some advertising for White House and police building sets in wake of George Floyd protests,” Lucy Handley, CNBC, June 04, 2020.
  2. “San Jose-based Cisco promises $5M for charities fighting racism, discrimination,” Janice Bitters, San Jose Spotlight, June 2, 2020.

Written by

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Stacia Garr
Co-Founder & Principal Analyst

Stacia is a Co-founder and Principal Analyst for RedThread Research and focuses on employee engagement/experience, leadership, DE&I, people analytics, and HR technology. A frequent speaker and writer, her work has been featured in Fortune, Forbes, The New York Times, and The Wall Street Journal as well as in numerous HR trade publications. She has been listed as a Top 100 influencer in HR Technology and in D&I. Stacia has an MBA from the University of California, Berkeley, and a master’s degree from the London School of Economics.

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