This document discusses how to collect meaningful diversity, equity, and inclusion (DEI) data from employees. It explains that DEI data goes beyond just demographics to also measure employee sentiment, satisfaction, and experiences. The key is to collect data on various metrics like demographics, attrition, compensation, and promotions broken down by employee group to identify gaps and focus areas for improvement. For example, analyzing survey results showed that most African American employees felt compensation and benefits were not equal, indicating potential bias that leadership should address. Collecting the right DEI data through metrics and surveys can help organizations better understand issues and drive positive cultural changes.

1. The Hidden Story Behind Your Organization’s
DEI Data
Diversity, Equity, Inclusion
By Ian Thompson, Data Analyst
Successful Diversity, Equity, and Inclusion ﴾DEI﴿ is more than just checking off
boxes about gender and race. It’s about new types of workplace conversations,
personal self‐awareness, courage to call out micro‐aggressions, organizational
culture change, increased innovation, and a thorough data‐driven DEI approach.
So, what is DEI data? Beyond demographic information such as race, age and
gender ﴾which covers Diversity﴿, how do you measure Equity and Inclusion? The
E and I data come mostly from surveys and solicited feedback from employees
and applicants. One of the outcomes of DEI is to create a more positive work
environment for all. Therefore, the primary way to know where to start for E and
I data is by collecting data on the current sentiment of your employees.
Consider the following key metrics when collecting DEI data from your
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2. Consider the following key metrics when collecting DEI data from your
employees and other sources:
Demographics: All employees by function, level/seniority and tenure by
group.
Employee satisfaction/engagement: Scores and survey results by group.
Includes question set, and any other surveys aimed at employee
perceptions.
Attrition data for each group, ideally by role, function, and tenure
﴾separated by voluntary and involuntary﴿.
Qualitative attrition data: Exit interviews identified by group.
Compensation data, including bonuses, rewards, pay increases, etc. by
group, including new hires.
Recruiting data: Number and percentage hired by group, per job type,
role, and level.
Numbers and percentages of job applicants by group, by source, and
stage of hiring process achieved ﴾e.g., screening to hire﴿.
Promotions by group, broken down by level and time to each
promotion.
Performance scores/evaluations by group and by level/rank, role, tenure
in organization and in current role. Include qualitative data surrounding
performance reviews.
Career Development: Enrollment in programs by group. Nominations to
leadership positions. Number of mentoring and coaching programs.
Internal and external complaints, such as discrimination, bias,
harassment, and the resolution status by group.
Fundamentally, DEI data analysis will expose the demographic gaps in the above
areas to identify where to focus. For example, a DEI survey can show that
African American employees feel as though not all employees are treated
equally when it comes to compensation, career advancement and following
rules. Looking at the below figure, we can see that more than half of African
American respondents disagree to some extent about many of the Equity
statements.

3. Looking at the statements that start with “Compensation, benefits…” we can see
the most egregious disagreement among the African American workforce. 65%
of African American respondents disagree with the statement to some degree,
while only 25% of the non‐African American respondents with Somewhat
Disagree to the same question. This comparison can indicate what might be
happening. Primarily, it signals that employees perceive leadership holding a
bias toward certain demographics. Since most African American respondents
feel as though there is equal access to professional development opportunities,
the inequities appear to be coming from the supervisor positions. Whether it is
predominantly non‐African American leadership acting on conscious or
unconscious bias toward their employees, action is apparent when it comes to
equal compensation and benefits. Remember, identifying this gap does not
make it magically go away just because you know it exists; it is merely a
conversation starter toward action.
DEI surveys shed light on inequities such as the one above and much more. If
your organization is struggling to initiate change in the workplace, now is the
time to collect data and use its insights to drive change. Does your
organization have any other tools to measure DEI? Share them below. If you are
looking for an online DEI assessment, check out DEI360.org.

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looking for an online DEI assessment, check out DEI360.org.
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