Post by prantogomes141 on Feb 14, 2024 7:44:58 GMT
After a rush of diversity initiatives made in 2020, the recent wave of layoffs sweeping the nation has hit diversity, equity and inclusion (DEI) departments particularly hard. Last year’s attrition rate for DEI roles was 33 percent compared to just 21 percent for non-DEI roles. Why are DEI positions declining? How do we measure and track DEI, anyway? And what should businesses make of a recent backlash from Disney’s legal battles in Florida to training-program reassessments in mainstream publications like the New York Times, the Washington Post, and Harvard Business Review?
Dr. Randal Pinkett, CEO of BCT Partners and author of the new book Data-Driven DEI: The Tools and Metrics You Need to Measure, Analyze, and Improve Diversity, Equity, and Inclusion — who, incidentally, won NBC’s The Apprentice in 2005 — spoke with b. about how Denmark Telemarketing Data data can drive DEI in the workplace and why he believes it’s so essential. b.: Data can be useful across all aspects of business. Why is data important for DEI? Pinkett: Whether it is a personal assessment of preferences and competences, or an organizational survey of culture and climate, or employee interviews and focus groups to gauge their feelings of belonging, data matters to DEI.
To be clear, data is not the end-all and be-all to DEI. It is not the entire DEI puzzle, but is a very important piece of the puzzle. Data is to DEI what an instrument panel is to a plane. Long before there were instrument panels, people were able to fly planes. However, it was significantly harder without the instrument panel. Instrument panels have made the journey more efficient and effective at every step along the way. Similarly, improving DEI can be achieved without data, but it is significantly harder. Data makes the DEI journey more efficient and effective at every step along the way. b.: What is a data-driven approach to DEI? Pinkett: Data-driven DEI is a straightforward.
Dr. Randal Pinkett, CEO of BCT Partners and author of the new book Data-Driven DEI: The Tools and Metrics You Need to Measure, Analyze, and Improve Diversity, Equity, and Inclusion — who, incidentally, won NBC’s The Apprentice in 2005 — spoke with b. about how Denmark Telemarketing Data data can drive DEI in the workplace and why he believes it’s so essential. b.: Data can be useful across all aspects of business. Why is data important for DEI? Pinkett: Whether it is a personal assessment of preferences and competences, or an organizational survey of culture and climate, or employee interviews and focus groups to gauge their feelings of belonging, data matters to DEI.
To be clear, data is not the end-all and be-all to DEI. It is not the entire DEI puzzle, but is a very important piece of the puzzle. Data is to DEI what an instrument panel is to a plane. Long before there were instrument panels, people were able to fly planes. However, it was significantly harder without the instrument panel. Instrument panels have made the journey more efficient and effective at every step along the way. Similarly, improving DEI can be achieved without data, but it is significantly harder. Data makes the DEI journey more efficient and effective at every step along the way. b.: What is a data-driven approach to DEI? Pinkett: Data-driven DEI is a straightforward.