If you don't capture DE&I data, you can't measure it

One thing we know for sure: if you don't capture DE&I data, you can't measure it, and therefore can't improve it. But where do you start when you want to move the needle in your organisation?

I recommend narrowing it down by developing and testing hypotheses tailored to your company. Set a time period, and be ready to pivot if you aren't seeing the desired results.

Use a structure like this: 

We believe [initiative]

Will result in [your result, i.e., a positive change in your DE&I lagging indicator]

We will know we are on the right track when we see [a positive change in the leading indicator]

For example: 

"We believe using gender neutral language in our job ads will result in an increase in our organisational diverse representation. We will know we are on the right track when we see an increase in diverse applications".

Or

"We believe coaching entry-level women will result in an increase in female leaders. We will know we are on the right track when we see an increase in promotion applications from internal female candidates".

Of course, just like in science, hypotheses may not be evidenced, and the indicators can be misleading. The key is to continously inspect, test, and adapt.