Why is psychological safety vital for DEI data collection?

Just like any other business strategy, impactful Diversity, Equity, and Inclusion (DEI) initiatives are based on quality DEI data.

And just like any other type of data-driven decision-making, DEI data has its own set of challenges. In our experience, the number one challenge our clients face are disclosure rates. At the Clear Company, we consider a DEI data sample to be representative once it reaches a 70% response rate. However, moving beyond the 20-30% mark can feel like an insurmountable challenge.

Why is this?

Unlike most other types of data collected by organisations on their employees, DEI data involves information people might consider highly personal. In particular, employees from underrepresented groups might fear discrimination if their data falls into the wrong hands, especially if they have experienced actual malpractice elsewhere.

That is why, when our team conducts a DEI Audit, disclosure rates are important indicators of the level of trust and psychological safety levels.

Psychological safety in the context of DEI describes a workplace environment where employees know they will be respected and celebrated for being their true selves.

Employees from underrepresented backgrounds know their sensitive data will be handled carefully, in compliance with data protection legislation, and strategically used to improve DEI in the organisation.

So, how can you cultivate psychological safety for successful DEI data collection?

The short answer: Communicate, communicate, communicate!

The long answer: Employees need to perceive the organisation to be safe and see attitudes happening in practice. If you have inclusive data collection, analysis and reporting processes in place, the questions below should be the core of your internal communications strategy:

💡 Why is the organisation collecting this data?

💡 What is this data going to be used for?

💡 What initiatives is it informing?

💡 Who will have access to this data?

💡 How is this data going to be stored?

The takeaway

Psychological safety takes time and consistency to be nurtured; pairing transparent communications with impactful DEI initiatives will increase your employees’ trust year after year.

Our expert team are primed to support you in progressing your DEI data collection, analysis and progress, whatever your maturity level in this area. Contact enquiries@theclearcompany.co.uk, Jenny Hinde or Maria Carolina Baggio 🌈 to take your first step with the Clear Company today.