25 August 2021

DEIB Analytics: A Guide to Why & How to Get Started

Stacia Garr
Co-founder & Principal Analyst
Priyanka Mehrotra
Research Lead

TL;DR

  • Consumer, employee, and investor expectations have changed when it comes to insights around DEIB
  • Applying analytics to DEIB has been historically challenging as DEIB and PA leaders often have different backgrounds, reporting structures, problem solving approaches, and levels / types of ownership
  • Understanding demographic data is the first step to DEIB analytics, followed by inclusion analytics
  • There’s an iterative, 8-step model that leaders can use to map out their DEIB analytics approach which includes identifying partners, getting demographic data in order, understanding the problem, identifying additional data, prioritizing problems, analyzing and refining, sharing, and finally, taking action

So much has happened in the last 18 months that shifted our perspective on diversity, equity, inclusion, and belonging (DEIB): The COVID-19 pandemic, the social justice pandemic, and now, the uneven, uncertain return to the office. We all know that what gets measured is what gets done. As a result, people analytics (PA) is increasingly more involved in DEIB efforts than ever. Yet, many leaders struggle to bring together the 2 disciplines of people analytics and DEIB. This report:

  1. Clarifies why we’re focused on DEIB now
  2. Defines DEIB analytics
  3. Provides an 8-step guide to doing DEIB analytics

This study is based on a wide range of information, including our research on People Analytics Tech 2020, DEIB Strategies, DEIB Tech 2021, and over 20 interviews with PA and DEIB leaders. This flipbook highlights the changing expectations of consumers, employees, and investors when it comes to DEIB insights, the different approaches to diversity analytics and inclusion analytics, and the 8-step guide that leaders can use to map out their DEIB analytics approach.

Written by

Stacia Garr Redthread Research
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.

Priyanka Mehrotra

Priyanka Mehrotra is a Research Lead at RedThread Research. Before joining the company in 2018, she was part of the research team at Bersin by Deloitte where she worked on talent management, D&I, and people analytics as well as conducted research and contributed content for Bersin’s Mid-market study. Prior to Bersin by Deloitte, Priyanka worked at several non-profits, think-tanks, and international organizations where she published and co-authored several articles.

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