Up until recently when people and workplaces were talking about EDI, they were usually focusing on the D of the acronym which stands for Diversity, and not as much on Equity and Inclusion. That is probably because it is the easiest first step that someone can take at their workplace to begin the journey on EDI. Additionally, Diversity is often misperceived as just numbers; so when workplaces collect EDI data, they tend to generate a report with percentages of various groups of people based on their protected characteristics and highlight how the representation of some of them is higher or lower in their workplace. And even though this kind of data can be particularly useful for understanding and improving the culture of a workplace, it is not enough.

The Numbers

So, let’s start by clarifying what EDI data should be. EDI data should be quantitative and qualitative. Quantitative data is what I mentioned earlier – “the numbers”. These show the representation: who works in your organisation; but they can also inform you on what you need to do for people to be included and safe. For example, if you have a high number of people whose religion requires a space for prayer during the day, this is something to consider merely based on their representation. Or if you see a small number of women, this should make you reflect and explore the potential reasons and the impact this might have on your workplace and what you can do to change it.

The way to collect this representation data is by asking the common demographic questions on protected (and other) characteristics through anonymous surveys or questionnaires. This usually includes sex, gender, sexual orientation, age, race, disabilities, marital status, and religion. Many people are sceptical when they are asked to provide this personal information, which is why it is of high importance to ensure you have communicated clearly why you collect this data, and how you are planning to use it. Raising EDI awareness and having an EDI strategy in place can help to make this process easier.

The Qualitative Data

Qualitative data should include information generated by asking additional questions on inclusion, fairness, trust, treatment, values, respect, and other aspects of EDI that you would like to consider for your workplace. Examples of questions include: “I am treated with respect at work”, “I feel comfortable being myself at work”, and “I feel that my voice (ideas/opinions) are heard”. This data in combination with the quantitative data will give you a more holistic picture of your people and the EDI status of your workplace.

The Next Steps

Once you have collected the data, you should use it to inform and prioritise your EDI plans, that way you are more likely to implement things that will really make a difference. You can use the information to act by putting policies in place, making required adjustments, improving your recruitment process, organising initiatives and events for raising awareness, and continuing your EDI journey. When you launch any EDI activities, you can refer back to the data collected to help create buy-in. 

Finally, we will always recommend that you thank your people for giving their data, and ensure that you communicate your findings back to them. This will encourage people to continue to share their data in future as they will understand the benefits.