Just as we use data to understand how to sell a new product on the market, we need to have an evidence-based approach for Inclusion and Diversity.

From an organizational performance point of view, the issue of using Key Performance Indicators (KPIs) in the context of diversity and inclusion is that they can easily overshadow the underlying objective – to create an inclusive workplace and inclusive leaders.

Using data to gain insights on key challenges and opportunities within Inclusion & Diversity makes it easy to focus on the areas with the greatest potential and keeps the dialogue, evidence and facts focused.