Turning Data into Action: A Guide to DEI Analytics and Goal Setting

In this episode, Jamey covers the crucial topic of analytics and tracking DEI (Diversity, Equity, and Inclusion) metrics in the workplace. He addresses common challenges organizations face when attempting to measure the effectiveness of their DEI initiatives, highlighting frequent mistakes like tracking either too many or too few data points, neglecting to set clear goals, and falling prey to confirmation bias. Jamey talks about the importance of finding a balance in data collection—enough to track progress meaningfully, but not so much that it becomes overwhelming and counterproductive.

He also talks about how having the right metrics aligned with specific DEI initiatives allows organizations to track progress over time, celebrate successes, and identify areas needing improvement. Jamey also stresses the importance of communicating data effectively within organizations, catering to varying levels of data literacy among employees, and creating both high-level overviews and deeper dashboards for more detailed exploration. Ultimately, using data thoughtfully helps organizations move beyond surface-level engagement and make DEI a central, measurable business priority, fostering stronger leadership connections and more inclusive decision-making.

To find out more or connect with Jamey or Michelle, visit: https://www.equity-at-work.com/

Key Topics Discussed:

• The importance of tracking DEI metrics to determine program success
• Common pitfalls in DEI analytics (too much/too little data, lack of goals, confirmation bias)
• The balance between data collection and actionable insights
• The process of setting clear, initiative-aligned metrics
• The role of qualitative data, such as engagement surveys
• The need for company-specific data dashboards and visualizations
• Ways to communicate data effectively to different audiences within an organization
• The benefits of becoming more data-literate and data-driven in DEI work
• How data connects leadership more closely with organizational culture and well-being