DE&I Commitments: Do You Have The Data And Technology To Walk The Talk?
When they looked more closely, they found that
temp positions hadn’t been removed from the
company’s legacy system, which resulted in a data
mismatch. Luckily, they found and corrected the error
before making decisions on DE&I initiatives using
inaccurate data. Deploying the organizational design
and charting platform exposed the error, and it also
provided context around the data and analysis tools
that empowered the HR team to drive progress on
DE&I and other projects.
The Growing Pressure to Track Equality
Organizations are facing increasing pressure to
demonstrate pay equity relative to race, ethnicity and
gender, in the U.S. and worldwide. Last year, France
created new standards to promote professional
equality in the workplace, introducing revised key
performance indicators and establishing penalties
for organizations that don’t address gender-based
In March, the new California pay equity reporting
requirements will take effect, with the stated purpose
of achieving equal pay for women and people of
color. The heightened scrutiny should serve as an
added incentive for companies to make progress on
DE&I initiatives, and the reporting requirements these
new laws impose emphasize the need for technology
to accurately track and report equality metrics.
With diversity, inclusion and equality metrics at your
fingertips, you can fulfill reporting requirements,
measure program performance, identify new
opportunities for improvement and keep stakeholders
informed along the way. So, if your company made
DE&I commitments that you want to turn into
progress this year, make sure you have the data and
technology you need to walk the talk. That’s the best
way to drive real change that is not only good for
society but great for business performance too.
E.J. Marin is Director of Solution
Engineering, HCM, HANELLY at Nakisa.
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