Still reeling from COVID-19 and its economic aftershocks, organizations are now grappling with how to address their own entrenched, pervasive racial inequality brought into sharp focus by the death of George Floyd and the Black Lives Matter movement. Many companies have good intentions on this issue, but statements of support and social media posts clearly aren’t enough. Organizations have to become the change they’re advocating—and communicators should be in the middle of those efforts. Kim Clark, Change Management and Diversity, Equity & Inclusion Consultant for Ragan Consulting Group, will cover the basics of how to gather the right data to guide your organization in making necessary changes towards a more inclusive, diverse and equitable workplace.
- Why every organization should be performing a DE&I IQ assessment
- How to use the results of your DE&I IQ to persuadeleaders to act (hint: it’s all about the data)
- The importance of measuring employee sentiment through focus groups and sentiment analysis
- The right questions to ask in your employee survey so you can segment the results based on racial demographics
- How to collaborate with HR to review your organization’s employment data and policies in a meaningful way