Learning Methods
A traditional classroom couples on-site learning with the added value of face-to-face interaction with instructors and peers. With courses and exams scheduled worldwide, you will be sure to find a class near you.
Highly Interactive
On-going interaction with instructor throughout the entire classroom event
Interaction with peers/professionals via face-to-face
Components (May Include)
On-site instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available two weeks prior to the course start date; printed course materials ship directly to the event location
One + Days
Varies by course ranging from one to multiple days
Technical Needs
Specific requirements are clearly noted on the course page
Virtual Classroom
Ideal for those who appreciate live education instruction, but looking to save on travel. A virtual classroom affords you many of the same learning benefits as traditional–all from the convenience of your office.
Highly Interactive
On-going interaction with instructor throughout the entire virtual classroom event
Interaction with peers/professionals via online environment
Components (May Include)
Live online instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available up to one week prior to the course start date. Recorded playback and supplemental materials available up to seven days after the live event.
Varies by course ranging from one to multiple sessions
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Phone line access
A self-paced, online learning experience that allows you to study any time of day. Course material is pre-recorded by an instructor and you have the flexibility to view content modules as desired.
Independent Learning
Components (May Include)
Pre-recorded course modules
Supplemental learning elements such as: audio/video files, online quizzes
E-course materials start on the day of purchase
Optional purchased print material ships within 7 business days
120 Days - Anytime
120-day access starts on the day of purchase
Direct access to all components
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Contact Sponsor
Paul Thompson
Phone: 1 44 01614322584
Contact by Email | Website
Sorry, you can't add this item to the cart.
You have reached the maximum allowed quantity for purchase in your cart or the item isn't available anymore.
Product successfully added to your cart!
View your cart
Continue shopping
Please note our website will be down this Friday, November 5 from 9pm ET – 11pm ET for routine maintenance. We apologize for any inconvenience.

Do More for DEI with the Right Data


Businesses have long been aware of the value of workplace diversity and its role in defining culture and inspiring innovation. However, while many organizations have aimed to tackle the issue, we have yet to see sustainable, systemic change.

Over the past year, tensions have mounted, driven by recent racial injustices and the pandemic’s inequitable impact across different marginalized groups. These events have led to increased calls for change, as employees demand greater action from employers in advancing diversity, equity and inclusion (DEI) within the workforce and continue to pay close attention to culture and responsibility. As employers respond, what is impeding true progress?

Many organizations have the best intentions when it comes to DEI but struggle with a starting point. They might lack the right data, resources and strategy. Many simply try to do too much, too fast. The biggest stumbling block is setting a broad and unmanageable goal that fails to adequately frame the situation.

To drive change and advance measurable progress, employers need to build a DEI strategy rooted in data. This requires approaching what is an incredibly emotional topic with a business mindset: “We have a problem we need to solve.” In remaining pragmatic, you can identify the gaps you need to close and track progress against your goals. Fortunately, companies can tap into a recognized approach to build a strategy unique to what their workforce data is telling them.

Employ the Scientific Method

You might remember learning the scientific method during the course of your education. This time-tested approach to problem-solving is a powerful tool. In this method, a researcher makes observations and asks questions to propose a hypothesis, or what they think will occur based on the information at hand. They then perform tests with the goal of confirming, modifying, or disproving their hypothesis. By remaining practical in your approach to the problem, you can more easily evaluate and implement solutions that can make a measurable difference.

Using this approach, start by asking questions and doing the research required to understand the current state of your workforce. Once you identify the gaps, you can then define the real problem and implement the right solutions. This data-driven approach must also be paired with a robust training program to influence behavioral change. The best strategies account for these two components and leverage an established maturity model to help organizations understand how mature their processes and behaviors are and achieve growth from there.

Start with Data

Workforce data forms the foundation organizations need before they can build a strategy. Insight into your workforce, from its racial, gender and cultural makeup to turnover, retention and compensation rates by demographic, is critical in understating your employees’ experience and the change that needs to happen. It’s a good idea to examine this data across all levels of the organization as well. From this data, you can start answering critical questions, from “How diverse is my workforce and leadership team?” to “How is my recruitment process driving diversity?”

In asking these questions, you’ll gain a better understanding of your workforce. Perhaps the numbers show that while approximately 13% of the U.S. population is Black, only 5% of your workforce is. Maybe your associates have a 50-50 male/female split, but that ratio goes to 75-25 among top leadership. These gaps will inform how you take action. It’s important to define the problem in a very narrow, focused way. From there, you can start to develop creative solutions.

Introduce Change

Once you’ve analyzed the data, clearly defined the opportunity and decided on your strategy, the next step in the process is taking action. Success hinges on how thorough an organization is when analyzing the state of their workforce. That data will drive your action plan.

For example, gaps in retention or under-representation in leadership might lead you to focus on DEI-centered development initiatives to include mentoring and sponsorship programs. Alternatively, pay equity gaps and turnover data might lead you to restructure your compensation models. Perhaps you have strong representation in your leadership team but there are discrepancies on the front line. This finding might require you to focus on your sourcing and recruiting efforts.

When you think about representation in an organization, there are two levers leadership can pull: you can hire more people, or you can retain more people. If your focus is on the leadership population, there is a third lever as well: you can promote more people. For hiring, help your recruiters change their strategies to diversify candidate pools and interview slates. Reach out to minority professional organizations and build community partnerships to strengthen current pipelines and build new ones. To increase retention, examine retention rates across different populations of your workforce and identify potential drivers such as closing pay equity gaps or providing more development opportunities.

Emphasize Accountability and Transparency

Accountability and transparency are a core component of any successful DEI strategy. It’s essential for companies to track their progress to help them optimize and improve over time. It’s just as essential they socialize that progress with their employees, constituents and other stakeholders to help them understand the importance of your efforts and how you’re tracking against your goals.

Gaining leadership and business support at the onset helps ensure accountability, as you make the business case for change. Tying compensation to DEI performance is an effective way to emphasize accountability and reinforce commitment. Another important consideration is putting in place a realistic timeline and being thoughtful about the milestone dates and targets you’re working toward.

At the center of the change, your workforce should be in the communication loop as well. Check in with them regularly through surveys and engagement pulses and leverage tools to continue to foster a culture of belonging and inclusion. As you revisit your workforce data to measure progress against your goals, be transparent about sharing that data with everyone in your organization. Frequent, shared reports keep everyone informed and reinforce the importance of the effort.

Continually Adapt
The scientific method typically concludes with either proving or disproving the hypothesis. But for workplace diversity, equity and inclusion, the evolution is continuous. Targets will continue to evolve as your workforce does. Assessing your efforts annually against the maturity model will help you see how far you’ve come and where you may need to adapt and refocus your efforts in the future.

By remaining honest in their reflections and adaptable in approach, companies can affect real, lasting change.  

About the Author

Bob Lockett is the chief diversity and talent officer at ADP.

About WorldatWork

WorldatWork is a professional nonprofit association that sets the agenda and standard of excellence in the field of Total Rewards. Our membership, signature certifications, data, content, and conferences are designed to advance our members’ leadership, and to help them influence great outcomes for their own organizations.

About Membership

Membership provides access to practical resources, research, emerging trends, a professional network, and career-building education and certification. Learn more and join today.