Organisations need to win employee trust, collect personal data securely and use it to drive measurable improvements.
This helps to measure the impact of DEI initiatives over time. But there are two challenges to overcome in Ireland:
Some categories of personal data are considered much more sensitive than others.
86% of employees point to at least one factor that would discourage them from disclosing personal data to their employer.
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It's a chicken-and-egg situation.
No DEI improvement reduces employee willingness to share data, which makes it harder to improve and track change.
New generations of workers are expecting and demanding far more of their employers, and increasing numbers of leadership teams are taking a proactive approach to DEI, motivated by both business and personal drivers. But the time for only talking is now over. Employers need to demonstrate a strong and ongoing commitment to improving diversity, equity and inclusion – not through their words but through their actions.
What actions can employers take to make staff more comfortable sharing personal data for DEI?
What role does intersectionality, or overlapping identities, play in the DEI equation?
