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Hiring with AI, fairer, faster and better

Five steps you can take to help data build better DE&I outcomes

BY Team PredictiveHire

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Creating an organisation that is inclusive, hires and promotes everyone equitably and has a diverse representation of people requires confronting uncomfortable truths and the confidence to navigate these with heart. The path to meaningful change cannot be done without data. Data allows us to clearly diagnose issues in a company, and also, just as importantly, to measure what is working. Without data-backed accountability,  it’s unlikely much will change.

The good news is that these days most organisations believe that diverse teams are beneficial to business outcomes, innovation, customer loyalty and employee trust. The better your team represents its customers, the few blind spots you’ll have when it comes to meeting customer needs. 

The biggest challenge is not often not around intention, but rather diagnosing what is happening inside an organisation. The reasons contributing to bias are often numerous and complex like company history, systemic racism and sexism, leaving decisions to ‘gut feelings’ and well-intentioned directives to hire based on “culture fit” that only result in more homogenous teams. 

This is where data is so powerful. 

Data helps us look at the facts objectively, and while we might “feel” we hire fairly, it is impossible for a human to hire without bias. Data allows organisations to have an honest look at where they are falling short, assess how specific groups are not being treated equally and address these issues before churn becomes an issue.

Here are five things you need to be doing to help data drive better Diversity, Equity and Inclusion in your organisation.

 

1. Identify what data you need

In order to measure and track your progress on DE&I you need to look at what current data you have and identify any data gaps. This is more than just identifying the demographics of who you have historically hired.  For example, do you know of the women you hired recently, what percentage were represented in applying for a job vs landing a job? If 70% applying for the job are women and 30% are only getting jobs, you need to identify where in the funnel there is a drop-off. 

Note: There are sensitivities and legalities to collecting data around demographics and there are differing laws within countries about how you can do this. 

PredictiveHire’s reporting dashboard DiscoverInsights (Di) takes that worry away and gives you all the real-time metrics needed, and can instantly fill any data gaps you have. Candidates are never asked a personal or intrusive question and this data is not used in vetting candidates (keeping it blind and equatable.)

 

2. Track leading indicators on inclusion

When hiring managers complain that they only had men applying for a role, or that there wasn’t any representation of Indigenous peoples, or that no one under 40 applied, they are talking about lagging indicators on inclusion. These point to issues in a hiring process that is not inclusive. Leading indicators might be a real-time analysis of the demographics of applicants so that hiring managers can change their approach quickly.

PredictiveHire’s reporting dashboard DiscoverInsights (Di) reduces the the risk of lag indicators on inclusion by giving you real-time lead indicators so you can instantly assess the inclusiveness of your approach to hiring. 

 

3. Having one single source of truth 

The data and platform you are using to track metrics and assess your progress needs to be agreed on from the outset and should become your single source of truth. This is an important part of keeping everyone accountable (improving DE&I is a shared responsibility of everyone in a company.) This should be a robust platform that cannot be used to present a desired outcome, but rather it should aim to be a robust fact-driven dataset that shines a light on issues, rather than hides them. Identifying problems is the only way an organisation can address them. 

PredictiveHire’s reporting dashboard DiscoverInsights (Di) becomes your objective single-source of truth on DE&I metrics

 

4. Be transparent about what you found 

Building trust amongst your employees on issues around DE&I is foundational to it being successful. Be transparent about your findings even if they feel uncomfortable. Part of what makes successful DE&I measures is the leadership shown by the C-suite in acknowledging faults, identifying how they will be addressed and making themselves accountable to employees on delivering these changes.

PredictiveHire’s reporting dashboard DiscoverInsights (Di) provides an easy and transparent way to share progress (or lack of) on DE&I. 

 

5. Measure. Learn. Improve.

This is being accountable. Measure where you are at, learn from it, and set on improving on where you are. Then do it again. This is where the power of data really lies – by trying initiatives and testing what is working, and then measuring the outcomes – you can iterate quickly when no headway is being made. This takes all the guesswork out of whether there is improvement or not.


PredictiveHire’s reporting dashboard DiscoverInsights (Di) capacity to report in real-time, means you can constantly measure the success of small improvements.

 

 

 

 

See how we have helped some of the world’s most loved consumer brands deliver on their DE&I commitment in our guide Data, Equity and Inclusion

 

 

 

 

 

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