Data driven Diversity, Equity & Inclusion
"Data enables change and guides the transformation into a diverse, equitable, and inclusive organization."
Diversity, equity, and inclusion (DEI) are essential elements for organizations striving for better performance, innovation, and an attractive work culture. Through a data-driven approach, Highberg supports companies in improving DEI in the workplace. Establishing data-driven DEI requires a careful, thoughtful approach that integrates both quantitative and qualitative data.
Join Highberg in taking action and make data-driven decisions to promote diversity, equity, and inclusion!
What is diversity, equity, and inclusion in the workplace?
Diversity, equity, and inclusion in the workplace involve recognizing, valuing, and leveraging differences among employees.
Diversity refers to visible and invisible characteristics such as gender, cultural background, sexual orientation, and neurodiversity.
Equity involves providing fair opportunities by considering the specific needs of different individuals.
Inclusion means that everyone feels welcome and valued and has the chance to contribute to the organization's success in their own way.
In 2024 and 2025, the importance of diversity, equity, and inclusion in the workplace is greater than ever. Organizations that invest in this see a positive impact on employee satisfaction, performance, and talent retention. However, to do this effectively, a data-driven approach is necessary.
What is data-driven diversity, equity, and inclusion?
Data-driven diversity, equity, and inclusion means that decisions are based on facts and data, rather than assumptions or gut feelings. Highberg helps organizations gain insight into DEI by analyzing existing data and collecting new data where necessary. By combining quantitative and qualitative data, one can obtain important and clear insights that enhance support for proposals.
Without a data-driven approach, research on DEI often provides insufficient insight. Often, decisions are based on gut feelings, observations in the workplace, or conversations with employees. This often proves to be inadequate. DEI frequently concerns differences that are not visible to everyone, and employees often hesitate to openly discuss such issues. Moreover, in large organizations, it is easy to lose track of the overall picture.
Examples of Diversity, Equity, and Inclusion
Applying DEI in the Workplace
Implementing diversity, equity, and inclusion (DEI) in the workplace requires a data-driven approach combined with broad support within the organization. Leadership plays a crucial role in this: without the right support from management, it becomes challenging to implement lasting changes. Data can serve as a powerful tool to gain insight into inequalities, such as pay gaps or experiences of unwanted behavior among certain groups of employees. These insights not only help substantiate the need for DEI initiatives but also foster greater engagement and urgency within the organization.
Establishing an effective data-driven DEI strategy takes time and demands transparency and perseverance. Regularly providing feedback to employees and involving them in the progress is essential. Learning from feedback and continually communicating about the actions taken enhances the credibility of the initiatives. Highberg supports organizations with a pragmatic approach, combining in-depth data analysis with targeted action plans, enabling companies to develop and implement their DEI policies sustainably.
Analyses and Services within DEI
Data-Driven? Diversity, Equity, and Inclusion Are About People, Aren't They?
Being data-driven means making decisions based on available data. This involves not only "raw" data but also exploring various variables to gain more clarity about your business. In many situations, we already make data-driven decisions, such as checking our bank account or forecasting revenue. Particularly within HR, data-driven decisions are increasingly being made, such as in strategic workforce planning.
A data-driven approach can be applied to DEI. By combining quantitative and qualitative data, one can gain important and clear insights and support for proposals.
Without a data-driven approach, research into DEI often yields insufficient insights. It often relies on gut feelings or what is observed in the workplace or heard in conversations with employees. This often proves to be inadequate. DEI frequently concerns differences that are not visible to everyone, and employees often hesitate to communicate openly about such issues. Additionally, in a large organization, the overview can quickly be lost.
By utilizing a data-driven approach, an organization can gain insight into the bigger picture, allowing common themes to be explained through nuances in quantitative data by collecting qualitative data.
Highberg conducts an annual benchmark on the level of diversity and inclusion among the Dutch population.
What Does Highberg Offer?
Frequently asked questions about Diversity, Equity, and Inclusion
Related DEI products and services
Related capabilities
