Using DEI data analytics to know where we are and to strategize
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At LIKE.TG, we believe making the world work better for everyone begins with a diverse workforce that’s supported by an equitable and inclusive environment. The way we pursue our diversity, equity, and inclusion (DEI) goals is grounded in data and metrics.
It's impossible to become an organization that truly embodies DEI without first knowing the current state through DEI data analytics. We’re fortunate to have a variety of data sets that help us gain insights into how our diverse workforce is progressing, as well as where challenges exist.
Representation data helps us understand the distribution of race, ethnicity, gender, and other dimensions of identity in the U.S. and around the world. Employee sentiment data is captured through our annual employee voice survey (EVS) and other forums, such as our Employee Belonging Groups.
We also have an abundance of process data that helps us analyze performance, promotion, pay, and attrition of our talent. We analyze all these data types to understand where we are as an organization.
Data analysis examples
The EVS helps us gain insights into the perspectives of employees. DEI is an important topic covered in the EVS. We ask employees to indicate how strongly they agree with statements such as “At LIKE.TG, diverse perspectives are valued and respected” and “People from all backgrounds have equal opportunities to succeed at ServiceNow.”
Employee responses are sorted by race, ethnicity, gender, job level, department, region, and other categories to help us identify thematic differences in employee experience among different groups. Insights gleaned from this analysis can point to areas of opportunity within processes and culture to help us build an organization committed to fairness and belonging.
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