Unveiling Data Openness: Promoting Data Transparency Beyond Formal Commitments
In a recent discussion, industry leaders Sean Lyons and Marla Kaplowitz, along with the 4A's, emphasised the significance of data transparency in addressing equity, diversity, and inclusion (EDI) challenges within businesses.
The conversation, which can be streamed below and is available on Apple Podcasts and Spotify, focused on the belief that data can drive change in an anti-racist society. Companies are encouraged to share their diversity data, with no need to feel shame, as per Lyons, as this is a first step towards ensuring a commitment to genuine change.
The 4A's, in conducting a survey, have collected diversity data across 165 agencies. This survey aims to improve the industry and foster conversations around EDI.
Lyons further suggested that companies should report their diversity data quarterly, similar to financial reports, to ensure regular monitoring and progress. He also highlighted that data can connect to the bottom line and hold a company accountable for its EDI efforts.
Both speakers underscored the need for a methodology to capture EDI data across industries and companies of all sizes. They emphasised that data transparency is essential for making a real, lasting impact on diversity and inclusion.
However, it's worth noting that the Equal Employment Opportunity Commission (EEOC) has limited definitions of workforce data collection. There is no standard for capturing EDI data from one company to the next. To address this, collaborative efforts among various organisations and initiatives are underway.
For instance, national innovation projects like Germany's Funke project led by SPRIND, and contributions from European ecosystems such as the IDunion consortium and others from Poland, Italy, and the Netherlands, are working towards enhancing trust, interoperability, and user experience in digital identity and data exchange systems. These collaborations aim to develop a methodology for capturing EDI data across industries and companies of all sizes, to better understand diversity figures and promote genuine change.
The speakers concluded by urging companies not to feel shame when they share their diversity data, but rather to view it as a critical key in unlocking diversity and inclusion challenges and driving lasting change.
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