Using Research to Support Diversity, Equity, and Inclusion in your Organization

In the past 30 years there has been significant growth in the diversity, equity, and inclusion (DEI) field, both in practice and in academia. Increasingly, DEI is recognized as not just the right thing to do, but also good business sense as there are a number of benefits associated with creating more inclusive workplaces, including but not limited to increased employee engagement, innovative behavior at work, and better connection with customers and clients.  

With the widespread awareness of positive impacts of DEI strategies, and public support for organizations to do more in the DEI space, there is mounting pressure for leaders to learn about and infuse DEI best practices. However, there is sometimes a disconnect between what is learned through research and what is done in practice. Leaders should leverage what has been gleaned through scientific research and backed by evidence in order to adequately support their organization’s DEI efforts.  Here are 5 reasons why using scientific research is important for DEI practice:

1. When leaders use evidence-based practice, they are better equipped to know what works and what doesn’t. 

And probably even more importantly, leaders are better able to determine what works for them. Multiple contexts influence organizational development, implementation, and evaluation of DEI strategies such as industry standards, regional settings, and employee demographics. Additionally, similar to other change management functions, embracing DEI across an organization is a process. Not all DEI strategies or initiatives are created equal and some of these strategies are best engaged at certain times across an overarching DEI process. Leaders who engage scientific research can better assess what practices would be most impactful and productive for their organizational needs.  

2. Research methods can help narrow potential strategies so leaders can identify the best next step for them and their organization. 

There are a lot of different strategies organizations can do to support diversity, equity, and inclusion, ranging from recruitment, retention, and leadership development. It can seem overwhelming for leaders to decide what activities are best for an organization to focus energy and resources. However, research and evidence-based approaches can be extremely helpful in supporting leaders to identify and prioritize activities that lead to the highest impact.  

3. Adopting evidence-based practices helps avoid unintended consequences.  

Good intentions are not always enough to yield good results. We know that many organizations are limiting the impact of their DEI strategies because they are “going through the motions” rather than truly engaging best practice. Diversity management researchers have also found that engaging in DEI strategies that are not supported by best practice can potentially lead to negative impacts on business outcomes. For DEI practices to accomplish their intended goals and achieve the many benefits (like those listed at the beginning of this article), organization leaders must look to evidence based practices.  

4. Leaders can use research to create comprehensive DEI strategies.  

Another potential misstep when starting a DEI initiative, is creating isolated or siloed efforts within an organization itself. There is an increasing emphasis on joint ownership and accountability across business functions towards DEI progress. Driving DEI from multiple perspectives can result in different goals, understandings and interpretations of policies and practices within different parts of a business. Using research and evidence based knowledge can help companies maintain a larger vision and create comprehensive DEI program, and limit potentially competing ideas. 

5. DEI practices, contexts and research are changing and evolving. 

DEI has received significant attention and inquiry from the scientific community over the past few decades. Due to the increased interest in the field, there is new research that continually identifies deficits in, and improves, past research and practice. (See: Diversity Matters/Delivers/Wins Revisited in S&P 500® Firms by Jeremiah Green, John R. M. Hand :: SSRN)) The ways in which data for research is collected, analyzed and interpreted is subject to change due to the nature of a rapidly evolving field. It is increasingly important for companies to proactively seek out up-to-date best-practices to ensure they are adopting the most effective practices at their organizations. 

So, what can you do? 

1. Intentionally and actively seek out credible research regarding DEI. While this may seem simple, identifying available, credible, and relevant research is a good first step in engaging DEI research into practice. There are a lot of different sources that publish DEI content, and it’s important to find sources that bridge the gap between knowing about best practice and implementing best practice.  

You can also subscribe to Seen@Work’s regular newsletter to stay up to date on relevant topics and evidence based information.

2. Measure and monitor DEI related aspects within your organization.  By establishing metrics, your organization is better equipped to identify potential gaps, set goals that align with DEI processes, and prioritize strategies that address these gaps within your individual organization. 

3. Make sure your DEI strategy is comprehensive and understand how it impacts all aspects of your business.  As discussed in the previous section, DEI strategies are not separate or isolated from other business initiatives. Intentionally engaging each business unit or service line, and using research to understand how DEI strategies may influence these aspects is important for long term sustainability and positive impact.  

4. Establish a DEI council that is responsible for generating innovative ideas regarding DEI. Share the love! DEI work is not as successful when done alone or in isolated initiatives. While a DEI council may be unique or appear differently across different organizations, having a group that is tasked with research and understanding DEI best practice is important. This allows DEI leaders to leverage the benefits of diversity when implementing DEI strategy. 

5. Participate in professional development and continuing education. Professional development and ongoing learning is important for any field, including DEI. Taking a course or workshop that is rooted in research can help shed light on new ideas or innovations that you may have previously been unaware (Check out Seen@Work’s courses here!). Additionally, find opportunities, like the Diversity and Inclusion Research Conference (DIRC) that create a space for DEI practitioners and researchers to come together. 

We at Seen@Work translate the latest research in DEI into solutions that work for all our clients in ways that work for them and their employees. To learn about how we can help your company benefit from the newest findings in the field and to influence change that makes your employees feel included, heard, and seen at work, reach out to us here.