Organisations of all shapes and sizes are increasingly focused on the value of gathering diversity data. Statements such as “What’s measured gets done” and “We measure what we treasure” frequently underpin the case for DEI. But what role can ERGs (Employee Resource Groups) play in this drive for data? How can they navigate the path between the organisational requirement to quantify the impact of DEI and concerns raised by their members?
ERGs are key to genuinely and authentically enabling organisations to better understand the diversity of their workforce, and achieving a culture of belonging. In this article we explore how ERGs can meaningfully contribute to the DEI data debate.
1 Engage ERGs in data discussions
Injecting colleagues’ lived experiences into discussions about data gathering can influence the approach taken. This can also help to shape the way the data ‘ask’ is communicated, in a positive way. It’s a good idea to incorporate this into your ERG workplans. Be ready to share members’ views and promote opportunities to share data through your ERG communications.
2: Build awareness and understanding
ERGs play a vital role in explaining the importance of gathering data and reassuring people about how it will be used. Building a culture of trust around the sharing of data is key to any successful data drive. Reinforcing levels of protection around the data can provide reassurance. Ideally, the full results should be visible to a small group of colleagues to ensure confidentiality.
3: Create a safe space to share concerns
Some ERG members may be worried that sharing aspects of their identity could have negative repercussions. Enabling open and honest conversations can help to reassure. Include the topic in an ERG meeting to encourage discussion. It can also help to run focused sessions which give people a safe space to share their thoughts.
4: Talk about sharing
Asking people to ‘disclose’ their characteristics (or even self-identify) is one of the biggest barriers to them doing so. The language of ‘disclosure’ is often associated with something negative. Asking colleagues to ‘share’ sets a more respectful and inclusive tone that can benefit everyone.
5: Engage senior sponsors and allies
Data can only be meaningfully analysed if a high percentage of colleagues share whether they identify with a characteristic or not. Engage senior executives to act as champions and share their own data. Allies should also be encouraged to share. Reassure people it’s OK to check the ‘Prefer not to say’ box, if they feel uncomfortable.
6. Share positive outcomes
People will expect to see things change as a result of sharing their data. Positive outcomes might include: more inclusive policies, an understanding of diverse hiring or promotion rates and more transparent reporting. Communicating an Action Plan in response to the findings is also important. Aiming for ‘Year on Year’ increases in data-sharing can be a helpful measure.
Whether data is gathered through staff surveys or HR systems, in response to regulatory requirements or a genuine interest to understand inequalities and shape best practice, ERGs play a vital role. They can reassure colleagues of the confidentiality and value of the information they share, and proactively nudge their organisation towards a values-driven and empathetic approach, truly helping to build a more inclusive culture.
Our flagship Employee Network Leadership empowers ERG Leads to contribute to important business processes, such as collecting diversity data.
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