DEIJ Introduction Series: Data & DEIJ
The idea of collecting data and utilizing the information gained to make good decisions is old. Plants, animals, and humans are constantly collecting data. Temperature, daylight hours, access to food, and in the case of humans, traffic, aid in decision making. Using more formalized tools, like surveys or interviews, opens the idea of data collection to a broad world of quantitative and qualitative methods and analysis. When it comes to doing diversity, equity, inclusion, and justice (DEIJ) work data-driven decision making is possible. If you want to collect and use data to inform your organization’s DEIJ work, here are some considerations.
Let’s say your organization wants to use data collected from a survey to make a decision about whether or not to start some employee resource groups, and if yes, what ideas people have about what the groups should be. Some questions to think about include:
Where did the need for data come from? Did it emerge from the employees through conversations with supervisors or during staff meetings? Did it originate from a Board of Directors or leadership team? Being mindful of the origin of an idea when proposing it to a team can allow people to respond more authentically.
What kind of information is needed to accomplish your task? Who will be using the information to make the decision? Each person values different kinds of data (which may not be obvious at first), so will you want quantitative, qualitative, both? How can you give agency to people who participate in your data collection regarding their identity – will you offer an anonymous way to contribute? Will you give ample time for responses? Do you have a threshold for the number of responses required to actually move ahead with a decision?
What kind of tool will you use to collect the data? Will it be something simple like one yes or no question on a survey, or will you give employees the chance to explain or expand on their opinions? Is this survey the only way for people to contribute their ideas or will alternatives be made available? Have you considered collecting information through interviews, small groups, or during one-on-one meetings? How will you orient your team to the intention, the process, and the next steps?
Finally, how will you make sense of the data you collect and how will you share it? Sometimes data can be simple to review, are there more votes for chocolate or vanilla? But more often, data requires more systematic analysis. This resource, A guide to incorporating a racial and ethnic equity perspective throughout the research process - Child Trends – ChildTrends, offers excellent insight into how to incorporate a racial and equity lens in your information collection. It also offers a helpful framework with suggestions for equitable assessment overall.
One of my favorite components of the piece referenced above is this, “communities and populations are not simply research subjects”. The earlier example of a possible data collection task, whether or not your organization should have ERGs and if so for which groups, can be grounded in an intentional approach with people and their well-being at the center.