Though almost 90% of companies collect demographic data from their personnel, very few utilize the data for analysis that matters. Dr. Randal Pinkett of BCT Partners discusses the five-step data-driven DE&I cycle, emphasizing the essential steps from incentives to impact. Additionally, Natalie Johnson at Paradigm offers recommendations for meaningful DE&I progress, focusing on the strategic use of data, inclusion efforts, and DE&I training through out-of-industry case study examples.
Key Takeaways
Competency-building is key: The ability to develop competencies in all three areas of Diversity, Equity, and Inclusion is a non-negotiable skill set for driving positive outcomes in the health equity space.
The five-step data-driven DE&I cycle helps organizations effectively clarify importance, perform assessments, set priorities, identify success stories, develop strategies & measures, and show impact.
The prioritization of DEI strategies is on the decline. Between 2022-2023, more companies industry leaders have invested in setting and committing to DE&I goals, however organizations continue to fall short in execution. Paradigm recommends using a data-driven approach, focusing on inclusion, and leveraging training to improve DE&I initiatives.