Using Data to Inform Strategy on Workforce Demographics

A critical element of a strong DEI program in any institution is effectively using data to set and measure progress towards DEI goals, and illuminate systemic barriers. Setting those goals depends on understanding the existing landscape and being realistic about the possibilities - goals that are not ambitious enough lead to complacency and a slower pace of progress than is possible; goals that are too ambitious lead to low morale, feelings of defeat, and suggestions from detractors that DEI programs don't work.

UCAR uses data to track and improve outcomes in all aspects of our DEI work. Here we specifically address the use of data in diversifying our workforce demographics. We have used publicly available data to develop an in-depth understanding of the available talent pool and identify workforce demographic goals that are both ambitious and attainable. We have tracked annual progress towards those goals and have also developed processes to retroactively investigate the outcomes at each stage of the hiring process to highlight any potential systemic barriers. With these data collection and analysis efforts and our work to create more equitable and inclusive hiring processes, we have seen year-on-year progress towards a workforce that more closely reflects the demographic makeup of our wider community.

Here we cover the methods we use to develop these processes, discuss the insights that these data have provided over the past seven years, and show the ways in which we are adjusting our approach and initiatives as a result.