One thing I’ve begun to notice, since starting my Women in Tech blog, is the amount of commentant I’ve had made about how is it ‘actually’ possible to measure diversity?
Some elements to diversity, such as perception and influence are hard to measure with quantitative data – however diversity and inclusion studies very rarely include qualitative research.
Technically, diversity is just a number – that’s right. So effectively, it is possible to measure this with quantitative research, however inclusion is anything but. You can work in a company that’s actually minority heavy, and yet they can still feel subject to discrimination – and vice versa, so what is it that makes a good diversity ratio, when the benefits of this – inclusiveness – is so difficult to measure?
The above refers to what is known as conventional research methods. Although these have proven useful, and still are – their hindrences mean that a new method needs to be implemented.
What Is The New Method?
This refers to a method in which studies take into account not only numbers. Examples include the new studies carried out which have a focal point on the specifics of each person.
- Job Title
- Seniority Level
- Time at Organisation
- Benefits Received
- Promotion Schemes
By taking into account all of the above, we can get a more well-rounded view of how much inclusion there is within different organisations, and use this to then understand how we can improve the statistics.
This doesn’t mean conventional measurements aren’t useful, but this new way of measuring ensures a more comprehensive view of the situations, and adheres to the ‘millennial views’ of what diversity actually is.
In today’s diverse communities, we want to know about influence and power, rather than just representation.
What are your thoughts?