Data-Driven DEI

RANDAL PINKETT, PHD, MBA, is an entrepreneur, innovator, speaker, author, media personality, and scholar. He is a diversity, equity, and inclusion expert who is leading the way in business, technology, data, and equity for all. Dr. Pinkett is the co-founder, chairman, and CEO of BCT Partners, a research, training, consulting, technology, and data analytics firm that offers a full range of DEI services and solutions. BCT’s mission is to harness the power of diversity, insights, and innovation to transform lives, accelerate equity, and create lasting change. BCT is a global leader in helping people and organizations make better decisions, improve outcomes, and amplify their impact toward a more equitable society. While Dr. Pinkett has been recognized as EY Entrepreneur of the Year, BCT has been recognized by Forbes as one of America’s Best Management Consulting Firms, and by Manage HR Magazine as a Top 10 Company for Diversity & Inclusion. BCT is also on the Black Enterprise BE100s list of the nation’s largest African American–owned businesses and the Inc. 5000 list of the fastest-growing private companies in America.

• ACKNOWLEDGMENTS xiINTRODUCTION xiii0 STEP 0: DEI Incentives--Self-Reflect and Introspect 1Dimensions of Personal Transformation 2What Are Your Personal DEI Incentives? 5Crafting a Personal DEI Mission and Vision 7Establishing Personal DEI Aims 8Dimensions of Organizational Transformation 9Dimensions of Personal and Organizational Transformation 12What Are Your Organizational DEI Incentives? 14Crafting an Organizational DEI Mission and Vision 15Establishing Organizational DEI Aims 18DEI Aims vs. DEI Objectives 18Comprehensive Personal and Organizational DEI Assessment Framework 20Entering the Five-Step Cycle of Data-Driven DEI 221 STEP 1: DEI Inventory for People--Seek Understanding 23Personal DEI Assessment Framework 24Understanding Preferences and Competences 25Preferences 25Competences 26Preferences vs. Competences 27Conducting a Personal DEI Assessment 27Assessing Your Preferences 28Assessing Your Competences 43Assessing Your Preferences and Competences 52A List of Personal DEI Assessment Tools 53Choosing the Right Personal DEI Assessment Tool for You 64Mitigating Data Bias--Part 1 70Researcher Bias 71Confirmation and Attribution Bias 721 STEP 1: DEI Inventory for Organizations--Seek Understanding 73Organizational DEI Assessment Framework 74Conducting an Organizational DEI Assessment 75Phase 0: Inventory Preferences and Competences 79Phase I: Administer DEI Culture and Climate Survey (Quantitative Data Collection) 80A List of Organizational DEI Assessment Tools 84Phase II-A: Perform DEI Human Resources (HR) Policies and Practices Assessment 96Phase II-B: Perform DEI Benchmarking or Ranking 98Phase III: Analyze DEI Quantitative Data 102Phase IV: Conduct DEI Interviews and Focus Groups (Qualitative Data Collection) 106Phase V: Analyze DEI Qualitative Data 121Phase VI: Analyze DEI Mixed-Methods Integrated Data 124Phase VII: Deliver DEI Assessment Report 129Mitigating Data Bias--Part 2 131Selection Bias 1312 STEP 2: DEI Imperatives--Determine Priorities 133DEI Objectives and Goals 134Establishing DEI Objectives 136Setting DEI Goals 1413 STEP 3: DEI Insights--Identify "What Works" 159What Are "What Works" Models? 160"What Works" Models for People 161"What Works" Models for Organizations 1644 STEP 4: DEI Initiatives--Take Action 167DEI Strategies and Measures 168Personal DEI Strategy Framework 169Developing a Personal DEI Preference and Competence Model 171Designing a Personal DEI Learning Journey 175The Five Dimensions of a Personal DEI Learning Journey 176Examples of Personal DEI Strategies 177The Crawl, Walk, Run Approach to a Personal DEI Learning Journey 179Organizational DEI Strategy Framework 181Examples of Organizational DEI Strategies 182Determining DEI Strategies 189Formatting Your DEI Strategy Statements 189Examples of Personal DEI Strategies 189Examples of Organizational DEI Strategies 190Defining DEI Measures 194Formatting Your DEI Measures Statements 194Personal DEI Strategic Plan Example 195Organizational DEI Strategic Plan Example 1995 STEP 5: DEI Impact--Evaluate Results 205DEI Data Reporting 206DEI Scorecards 207A Personal DEI Scorecard 208An Organizational DEI Scorecard 212DEI Dashboards 214A Personal DEI Dashboard 214An Organizational DEI Dashboard 215Creating a DEI Scorecard or Dashboard 223Visualizing Data 224Decide What Story You Are Trying to Tell with the Data 224Choose Your Mix of Quantitative and Qualitative Data Visualizations 225Developing Effective DEI Scorecards and Dashboards 233Choosing between DEI Scorecards and Dashboards 236Determining DEI Impact 237Collecting New Data 237Evaluating Results 241Generating Findings 246The Power of DEI Storytelling 247DEI Data Storytelling 248Continuing the Five-Step Cycle of Data-Driven DEI 2536 Conclusion: The Future of Data-Driven DEI 255DEI and Equitable Analytics 256Step 1: Determine the Focus of Analysis 257Step 2: Build a Causal Logic Model 257Step 3: Develop an Analytical Framework 258Step 4: Conduct Precision Modeling 259Step 5: Perform an Equity Assessment 260Step 6: Produce Actionable Insights 262DEI and Deep Learning 263Large Language Models 264Large Language Models and DEI 265DEI and Transparency/Ubiquity 267DEI Integrated Platforms 268DEI and DNA 270NOTES 271ABOUT THE AUTHOR 277INDEX 279