Do You Have The Data
And Technology To
Walk The Talk?
It’s up to HR to turn promises
into real progress
By E.J. Marin
The workplace fallout from the pandemic wasn’t
the only challenge HR teams had to tackle
in 2020 and are still working to resolve in 2021.
Covid-19’s disparate health impact on people of color,
the pandemic’s outsized negative economic effects
on women in the workforce, and Black Lives Matter
protests all emphasize the work that needs to be
done to achieve equity, including in the workplace.
Last year, many leading CEOs made a commitment
to improve diversity, equity and inclusion (DE&I)
at their companies, vowing to do more to
increase representation and opportunities at their
organizations. Some promised to take collective
action to move forward through movements like
the CEO Action for Diversity & Inclusion initiative.
Now it’s up to HR to turn these promises into
Moving forward on DE&I commitments is the right
thing to do from a societal standpoint, but it’s also
good for business. It makes sense if you think about
it: bringing people who have different experiences
and perspectives into the decision-making process
will result in better products and services for
an increasingly diverse customer base. But
commitments alone aren’t enough.
Why Data and Technology Matter
Data is essential in advancing DE&I goals, but not
just any data; you’ll need high-quality information,
and you’ll also need data around multiple dimensions
to enable sound decision-making on DE&I initiatives.
Too many companies currently rely on spreadsheets
and multiple disconnected systems to manage
employee information. If you’re serious about DE&I,
now is the time to rethink that strategy.
The pandemic accelerated digital transformation
for many companies when they rushed to deploy
technology that would enable remote access to
critical information for business continuity and
reorganization purposes. These efforts can lead
to revelations about data quality. In one real-world
use case, an HR team that was deploying an
organizational design and charting platform found
that employee data from a legacy system didn’t
match their recruiting information.
HR Strategy & Planning Excellence presented by HR.com March 2021 61 Submit Your Articles