How diversity data can power meaningful change

“What gets measured gets done” – or so the common adage goes. Perhaps in some instances a more fitting version would be: “what gets measured, matters”. This is undoubtedly the case when it comes to diversity data.

Employers that take the time to collect and analyse information on the diversity of their workforce have a far deeper understanding of the lived experiences of the people that power an organisation – and this is something that begins at the application stage.

The data you collect during this time has the potential to support business cases, build strategies, track successes and – perhaps most importantly – it’s a mechanism for holding people accountable. Diversity data collection exercises can help identify demographic ‘gaps’ in your workforce and thus the talent and perspectives you may be missing out on.

At a glance: putting diversity data collection into practice

• Be data secure
• Be clear how this data will be used
• Share your successes

If you’re aiming for more equal representation in specific areas of your organisation, for example the retention of carers in management positions or bringing better gender balance to a board of directors, data collection at point of hire can help establish whether you’re building a talent pipeline with the diversity required to achieve your goals. But is this happening on a widespread scale?

More than half of employers not collecting diversity data

Despite the strong business case for building a robust set of diversity data, according to our latest What Workers Want research, less than half (49%) of employers say they request these details from applicants. However, large organisations and public sector organisations are more likely to ask for diversity data than SMEs and private sector organisations.

Over a fifth of professionals reluctant to share personal data

While most professionals (80%) are happy to part with their diversity data, a fifth (20%) say they would not be comfortable sharing this, suggesting that inroads still need to be made when it comes to building trust. Willingness to share also very much depends on the type of data requested. Applicants are happiest to provide data around their gender/gender identity, their ethnicity/nationality and their age, but less comfortable disclosing their socio-economic background, their mental health status and their dependant status (i.e. if they’re a parent or carer).

Transparency key to building trust

For organisations keen to understand how they can encourage input from applicants when it comes to diversity data sharing, it’s clear that openness and transparency are key. Over half (55%) of professionals say they would be more open to sharing their personal diversity data during the application process if the employer provided specifics around how exactly the information will be used, and 42% would share more if they were given assurances that the information would be used responsibly.

It's clear, therefore, why a strategy around the collection and use of diversity data is so crucial, but how should it be put into practice?

1. Be data secure

Professionals are keen for reassurance that any information they part with will be used responsibly. The most fundamental rule of any data collection exercise is to ensure that the data you collect is kept secure and in accordance with the relevant legislation, including the General Data Protection Regulation (GDPR) and the Data Protection Act. Any breaches of this can not only leave you liable to fines, but will also create lasting reputational damage and breach the trust your employees have in your employer responsibilities. This is even more important when it comes to data that’s as personal as demographic diversity data, so it’s vital that you ensure all information collected is anonymous and used fairly and in accordance with the law.

2. Be clear how this data will be used

The majority of candidates indicate they’d be happier providing diversity data if they know how it will be used. If gathering this information at the point of application, ensure that any data collection requests are voluntary, that there are ‘prefer not to say’ options and that you emphasise responses will be kept anonymous. State clearly how this data will be used: to ensure the open and inclusive recruitment of all applicants. Make it clear that diversity data submitted will not be used as the basis of whether someone gets hired or not.

3. Share your successes

A significant proportion of professionals still say they wouldn’t be comfortable sharing personal diversity data during an application process. Demonstrating the positive action taken off the back of any data collection, and the improvements that have occurred as a result, is crucial to embedding psychological safety and boosting confidence levels. Any positive outcomes of these exercises should be regularly communicated both to your workforce and externally. This will help ensure that more applicants and employees feel confident and comfortable sharing their personal data, as well as highlight your DE&I successes.

If you’re interested in learning more about exactly what makes a great job application process, you can get full access to the findings of our latest What Workers Want report here. To find out more about how to ensure your recruitment strategy is welcoming, positive and inclusive for all, then enquire about our DE&I advisory service.