How can data and AI support DEI?

As businesses navigate a shifting diversity, equity, and inclusion (DEI) landscape, employers can turn to data and artificial intelligence (AI) to drive measurable progress, according to one expert. 

Leveraging data-driven insights can help companies improve inclusion, measure success, and enhance workplace culture, says Serena Huang, a Fortune 100 AI advisor and keynote speaker on DEI and AI. 

“You can’t improve what you don't measure,” she says. 

What are the benefits of collecting diversity data? 

Currently, diversity measurements are already required by some governments, for reporting purposes. However, inclusion “needs to be measured separately,” says Huang. 

To do that, organizations should adopt a structured measurement strategy that includes both active and passive data collection, she says. 

Active data gathering involves direct engagement, such as employee surveys and focus groups. 

“I won’t just ask you ‘Do you feel included?’ I might ask you things like ‘Do you feel safe bringing up mistakes to your boss?’... ‘Do you feel comfortable bringing up new ideas?’” Huang explains. 

Passive data collection, meanwhile, relies on digital communication patterns to assess collaboration.  

“We know from emails, from chat, whether or not people are connected with each other, whether or not the same groups are talking within themselves, or different groups are talking to each other,” she says. 

This can help companies identify potential exclusionary behaviours, such as generational divides or employees being left out of critical meetings, she says. 

To measure the effectiveness of DEI initiatives, employers should start with the data prior to implementing the DEI program, says Huang. 

“Whatever the situation is, ask yourself: ‘What ultimate business metric do you want to improve?’ 

“Then you can see after you implement the program that costs you $50,000, $1 million or $5 million dollars: Does it make a difference on your ultimate business metrics?” 

While a majority (60 per cent) of HR professionals in Canada have DEI initiatives in the works, only a few are actually measuring the effectiveness of their programs, according to a previous survey. 

Using AI to boost diversity, equity and inclusion 

Armed with data, employers can now let AI do its analysis and create more personalized programs for people, she says. 

“In the past, when we have surveys that come back with tens of thousands of comments, it was very hard to analyze. Now, you can plug the comments into an AI tool and it will analyze the tone.  

“It'll tell you which group is happier, which group is really sad, and the keywords and themes” without human bias, she says. “The speed of analyzing the data related to DEI has greatly improved because of AI, if companies are willing to take advantage of that.” 

Wearable technology can also play a part in all of this, says Huang. While wearables can easily help in measuring metrics on worker wellbeing – such as heartbeat rate and breathing regularity – there is a connection between wellbeing and inclusion.  

“You can't feel well if you don't feel included. If you find out that you didn't get invited to a party, you don't feel very good. Imagine that at a work setting: You are not included in important discussions. You're not included when people ask questions and you don't matter. That is detrimental to our mental health.” 

AI may soon play a larger role in employee support, with previous research showing it can outperform humans – even trained professionals – in delivering compassionate and empathetic communication. 

Connecting data sets 

To make sense of all of the data being collected, however, employers should focus on not just one data set, says Huang. 

“I think the power of data is when you're able to connect different data sets. It's not just one data set. 

“If you can connect that together, then you can identify ways that employees feel great and [ways that] employees don't feel great, and create a strategy around what to do and what not to do. 

She adds that “that's pretty advanced and requires a lot of data”. However, there’s “a lot of potential that is just untapped” in this area. 

This is also crucial , especially for workers in the DEI space whose employers have cut their budgets, Huang says via LinkedIn. 

Amid the backlash against DEI, many employers are enjoying its benefits, which include worker satisfaction and retention, according to a previous report from TEKsystems.