Now, more than ever, organizations are placing increased importance into organizational diversity and inclusion practices; often implementing a diversity and inclusion survey, unconscious bias trainings, diversity hiring programs, and employee resource groups. In spite of increased activity around diversity and inclusion, progress remains slow for many organizations. For many businesses, diversity, equity, and inclusions policies and programs are not rooted in data – creating programs that do not take into account the organizational context or nuance that would enable success.

Clarkston’s analytics and diversity services teams were engaged by a global retail company to develop a diversity and inclusion climate survey personalized to the business’ areas of focus, to administer the survey to employees across North America as a third party in order to protect confidentiality and mitigate bias, and to leverage advanced analytics to uncover key insights and trends to create results-driven diversity and inclusion initiatives.

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This case study outlines how Clarkston undertook a three-pronged, data-backed approach to help the client understand employee sentiments related to D&I and to identify actionable insights pertaining to promotions, salary raises, and attrition of employees at the intersections of race/ethnicity, gender, work role, and age. With these insights, Clarkston’s data and analytics team was able to utilize algorithms with the client’s own Human Resource Information System’s data in order to provide descriptive and predictive analytics.

After administering the personalized survey to over 3,000 employees across the network of retail locations, the Clarkston team was able to provide transparency on the impacts of talent management processes such as promotions, pay raises, and attrition across various employee groups. Through sentiment analysis, the team was also to highlight both positive and negative themes across the workplace.

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The business now has a repeatable framework for assessing the diversity, equity, and inclusion throughout the organization using people analytics, and can develop a diversity and inclusion strategy to improve engagement, retention, diversity, and inclusion throughout the company.