Release the diversity data! And open-source that s***! (Issue #2)
Companies, you've got nothing to hide, because we already know your numbers suck.
The Diversity Grinch is channeled by Bryan Nwafor & David Stoesz
People sometimes ask, “Why are you such a mean one, Mr. Grinch? Can’t you see all these companies are trying? Baby steps, Mr. Grinch! Patience, Mr. Grinch!” And it’s not like I want to be unhappy and consumed with skepticism. I’d much rather play fetch-the-rusty-spike with my weird little dog, Max. Enjoy roasted rats and pickled crabapples in my kitchen. You know, normal shit.
But the more these companies say they support diversity and inclusion, the madder I get. Because I can see from up here on Mt. Crumpit, what they actually do. Case in point: Diversity data.
If there’s anything that Corporate America just fucking loves to talk about, it’s data. Data is the future! Data powers innovation! But bring up the data on the diversity of their own workforces and it’s an entirely different story.
Matter of fact, I’ll bet you ten roasted rats that more people at your organization have access to your CRM platform or user analytics than can see actual diversity data.
The irony that we trust people to use and understand data that supports business development and revenue strategies, but we don’t trust these same employees to understand the nuances of representation data within the organizations they work for. Like, what?
Look, you’ve got nothing to hide, for one simple reason: We already know your numbers suck. But apparently many companies fear the picture painted by the data might reflect something much worse. Like maybe—I don’t know, wild guess here—blatant, historical, and ongoing discrimination?
The numbers only reflect the reality we already see and feel every day. Hiding them tricks no one. It’s like when you ask a lil’ kid if they ate a cookie, and they say no through a mask of cookie crumbs. You look just as ridiculous.
Here are some excuses you will hear:
· There are legal implications to releasing this data.
· It could expose us to liability.
· What about data privacy?
· We’re planning to do [vague pledge about data transparency] in [Q3 of 2022 or some other distant point in the future].
As excuses go, some of those actually sound pretty good! Of course you have to be responsible with your employee data. And, yes, qualified stewards of the data should be in place to ensure anonymity, and mitigate punitive consequences. But none of those things are insurmountable. Any rationale for hiding this data can serve to—intentionally or not—accommodate a racist status quo.
Companies are scared to engage with this in a real way because they’re afraid they will never measure up. But the goal of data transparency is to keep you accountable to progress, not perfection.
So release this data where appropriate, be real about where it falls short, and make a plan to fix it. One idea off the top of the ol’ Grinch dome: Make a diversity dashboard available to all employees to slice, dice and contemplate. Remember all that “data fuels innovation” talk? Unleash that data-fueled innovation you love so much.
And let’s bring some focus to this and not waste our time on distractions and red herrings. Here are some questions you should ask your leaders claiming to prioritize D&I:
What metrics should we stop wasting our time on?
Let’s cut the fluff and focus on substantive metrics. Among other things, please stop telling me about all the minorities you’re hiring at entry-level positions, especially when you can’t keep that talent longer than 18 months.What metrics show actual movement of the needle?
These are the things that affect the actual lives of your actual minority employees. Tenure. Internal mobility. Compensation equity.Who gets access to the data?
I say everyone deserves access, but I understand my audience, so let’s start small. Anyone who is a designated D&I champion or leads an ERG (employee resource group) should have access. Wow, look, that wasn’t so hard.Are we clear about the data assumptions?
If you’re going to present an interpretation of the data be EXTREMELY clear about the assumptions used to calculate your insights. Or as my algebra teach back at Whoville High would say, “Show your work!” Data can tell whatever story we want.What actions are we going to take in response to this data?
How about an annual DEI (Diversity, Equity, and Inclusion) report? With transparency on hiring and leadership disparities, and progress made toward stated goals? Let’s get some of those business KPIs working on the side of justice.
I’d just love for companies to show just a little bit of gusto here. Go get yourselves some of those “brand differentiators” you crave by doing what no one else dares.
Whew. I’m tuckered out from all this ranting and raving. It’s time for a Diversity Grinch power nap. Until next time, my grinchy friends, keep your eyes open and your rats charbroiled!