Before you understand why diversity reporting is important, there are two other subjects to understand as well. The first is the importance of diversity in the workplace today. That’s something that we can’t understate.
The overwhelming majority of workers today want to work for companies that have made diversity, equity, and inclusion (DEI) a top priority.
How important is DEI in the current employment ecosystem? Many employees have reported leaving jobs where they felt unwelcome by their employers. Others consider diversity to be an important part of a potential employer’s social responsibility efforts.
That brings us to the second subject. Not long ago, employees and candidates had to take companies at their word when the issue of diversity came up. There was very little reporting or data available publicly.
Also, a combination of lack of awareness and privilege left job-seekers not particularly motivated to investigate the diversity policies of potential employers.
Now things have changed. We’re living in an economic and political climate that has witnessed BLM, #MeToo, the most contentious election in modern history, and a pandemic. Perspectives and priorities have shifted.
That’s in addition to the current hiring market being largely in favor of workers. Now workers don’t buy what they see as corporate lip-service over efforts to eliminate bias and embrace diversity. They want proof and answers to questions such as:
- Do your diversity efforts go beyond age and race?
- What are your employees saying about diversity at work?
- How is diversity reflected in your boardroom?
- Are you prioritizing diversity when you hire contractors and vendors?
The best way for employers to put themselves in a favorable position is to be forthcoming and transparent. In this article, we’ll explore how diversity reporting can play a positive part in showcasing your brand’s DEI effort, how the reporting process works, and other factors to which you should pay attention.
What is a Diversity Report
A diversity report is a customized report based on data you provide from your organization relating to several diversity metrics. It is automatically generated for you and can be customized with your logo and other graphics.
Companies that order a report like this can use it for educational purposes or employer branding. You can also recreate it at various times in the future to show ongoing progress towards reaching your DEI goals.
How is Data Collected for Your Diversity Report
There are several options for collecting the data required to build your diversity report. If you have the information available from your employee records or other sources, you may provide it directly. There is also a secure, anonymous form that you can distribute to your employees.
How Can You Use Your Diversity Report Externally?
Many brands use their diversity report as both an employer and consumer branding tool. They may publish it on their website as part of their social responsibility statement, share it on their social media pages, even incorporate the report into a press release.
As consumers become increasingly conscious of the values of the brands they patronize, a diversity report can build trust and educate potential customers about a company’s commitment to creating a diverse workforce.
Right now, many brands are struggling to keep up with their hiring needs. They must take every possible step to cast themselves positively to attract and retain talented candidates.
Since diversity, equity, and inclusion are important elements for job-seekers, the diversity report is a key tool for brands to promote themselves to prospective employees. Think of it as the perfect proof to back any claims your organization makes regarding diversity in hiring. Publish your diversity report or display it on:
- Your company website and career site
- Hiring sites and job boards
- Social media pages created for recruiting and hiring
- Recruiting and onboarding materials
Essentially, you can use this report in any place where you want to show that you have built a diverse employee base and are willing to be transparent about your hiring practices.
What are the Internal Benefits of Diversity Reporting?
There are two key benefits to diversity reporting. The report provides data to help brands improve policies and understanding of current diversity numbers.
Unfortunately, many companies build their DEI policies around assumptions that may not be true. Specifically, it’s more common for brands to overestimate the level of true diversity in their hiring. Additionally, many also focus on just one or two diversity metrics when they should be taking a broader view.
That’s just one challenge. Additionally, hiring managers, recruiters, and other company leaders who want to improve or increase DEI initiatives may be met with resistance from peers and executives who believe these measures aren’t necessary.
When either of these issues prevents progress towards organizational diversity, this report can be a real asset. It can provide objective proof that more effort is needed to meet company goals. In addition to that, it is specific enough to provide company leadership with the exact information they need to refine their existing DEI strategy.
Other Key Sources of Diversity Data
Anyone who cares about DEI in their workplace should work to gather as much information as possible. The diversity report is a great source, but there is other valuable data available to you as well.
For example, online reviews from job candidates and past employees often provide a very honest, uncensored view of public perception of your diversity efforts. You can also use cultural analytics and reporting combined with your diversity report to get a truly complete picture of DEI in your company.
