The role of data in fostering diversity, equality and inclusion in the workplace was set out by industry and education sector leaders yesterday during a conference for businesses and charities held in Glasgow.
Asking the right questions, gathering relevant statistics and assessing the impact of initiatives were all highlighted as key steps in the process of using data as an effective tool for highlighting diversity gains and identifying where improvements had yet to be made.
The relevance of data was the subject for The Herald & GenAnalytics Diversity Dialogue in association with Arnold Clark, which gave delegates from across the country an opportunity to hear from organisations that are already using data to accurately reflect their own progress towards full equality.
Amongst the speakers was Lynne McBurney, Group People Director, Arnold Clark, who spoke of her own company’s experience of using data to capture a true picture of the effectiveness of the group’s ongoing commitment to fostering equality, diversity and inclusion and to gauge employee satisfaction and wellbeing.
She underlined the importance of clear and open communication with the workforce in order to achieve their buy-in to the data gathering process and spelled out the message that the time it took to implement a robust feed-back system was worth the effort. Her key advice was that “Data requested from employees needs to be sensitive, essential, actionable and inclusive”.
The Herald GenAnalytics Diversity Dialogues in association with Arnold Clark at GTG Training Centre, Glasgow (Image: Colin Mearns)
Also taking to the platform was Mhairi Taylor, Deputy Director (Equality, Diversity, and Inclusion), University of Dundee, who discussed her experience of data gathering within the education sector and gave examples of where the information collected had revealed areas where work had still to be done in order to level the playing field, such as in the case of ethnic minority staff who, despite equality initiatives, were still much more likely to be on fixed-term contract employment than their peers. She stressed the importance that you, “don’t try to do everything at once, it takes time to make impactful change”.
She also gave the example of where, when anonymous self-reporting had revealed much higher rates of hidden disability than the employers had believed to be the case, it had then been possible to instigate further training for those in leadership positions and to review the organisation’s processes for allowing reasonable adjustments for those with disabilities. Her advice to organisations in the room was to “build an action plan based on principles which have tangible output.”
Mhairi highlighted the data is not enough alone, it only gives the route in; “You need to have different conversations with different parts of your business” to use the data effectively for change.
After lunch the event welcomed a panel discussion hosted by GenAnalytics director, Jane Gotts, with DEI expert, Irene Mosota, CEO, Knowledge Bridge; Lesley Quinn, Divisional Director, Corporate Affairs, City Building (Glasgow) LLP; Gavin Speirs, CEO, Solutions Driven and Atta Yaqub, Equality, Diversity and Inclusion Manager, sportscotland. Here they opened up on the topic at hand incorporating how to get leadership buy-in in starting the data process, supporting this from onboarding, and how to avoid creating a ‘box-ticking’ mentality.
Gavin Speirs raised the benefit of data to feed into the front end of the hiring process and really educating hiring managers on the right handling of data for inclusion purposes. Whilst Irene Mosota emphasised having “strategic patience” and “modelling vulnerability as leaders” to have the strength of ownership and courage when you get it wrong. Lesley Quinn noted that organisations have to be wary of creating a “deity with data” and always remember to revert back to the real purpose and the individuals. Atta Yaqub concluded the panel’s insights by encouraging the delegates to “value and speak to your employees, give them a platform, and have transparency and openness in your reasons for collecting the data.”
The event was the last in a series of The Herald & GenAnalytics Diversity Dialogues that have been taken place around Scotland throughout the year, offering opportunities for members of Scotland’s business community and third sector organisations to discuss what next steps need to be taken in order to improve diversity, equality and inclusion within the workplace.
Afterwards, Lynne McBurney said: The event was a huge success, and it has been very inspiring to see so many companies across Scotland placing diversity and inclusion at the top of their agenda. We hope that by highlighting the achievements of these businesses, the event will inspire others to go on and make positive changes to their workplace.
“Thanks to The Herald and GenAnalytics for shining a light on these organisations and giving them the recognition they deserve. We cannot forget the importance of open dialogue and learning from the experience of others. We hope that, with our support, we can contribute to meaningful and lasting change, both in our own industry and beyond. “
And Forbes Dunlop, Chief Executive Officer of sportscotland, said: “I’d like to thank all of the speakers and everyone involved in The Herald & GenAnalytics Diversity Dialogues Series. It was a valuable day of honest discussions with plenty of learnings on how changes can be implemented and progress in this area can be continued.” The Herald thank the event sponsors Arnold Clark, Crown Estate Scotland, Diageo and sportscotland, with exhibitors SAMH for supporting meaningful dialogue across 2024.
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