At Access Volcanic, we firmly believe that ai can be a vital way to improve DE&I approaches, so much so that we now power our platform with diversely to enable a data-driven way to attract and track diverse talent.
But how would something like ChatGPT take on the job of helping direct a DE&I strategy?
Well, we had our own theories on this given what we know about building ai for the purpose of improving dei for recruiters and their clients. So, we tasked DEI expert, JAMES RUST - THE FOUNDER OF INSPO AND THE PAY INDEX - with spending some time on ChatGPT to see what advice this tool provides regarding the implementation of DE&I policies.
The responses are worth a look. Let’s dive in and see what ChatGPT says about some common challenges in the world of DEI!
Let’s start off with the challenges in implementing DEI policies in an organisation or as part of a strategy.
The first question I asked was:
Q. What are the key difficulties in implementing a DE and I environment?
This response was amusing as the engine then replied:
A: There are several key difficulties in implementing a Data Engineering (DE) and Information (I) environment, including:…
Not quite what we were looking for!
Try again…
Q: What are the key difficulties in implementing a diversity, equity and inclusion policy?
A: Implementing a diversity, equity, and inclusion (DEI) policy can be a complex and challenging process, and organizations may encounter a number of difficulties along the way. Some of the key difficulties include:
RESISTANCE TO CHANGE:
Change can be difficult for many employees, and some may resist DEI initiatives because they are uncomfortable with discussing issues related to diversity, equity, and inclusion. Additionally, some employees may feel that DEI initiatives are not relevant to their work, or that they are being unfairly singled out.
LACK OF UNDERSTANDING:
Some employees may not fully understand the importance of DEI, and may not see it as a priority. They may need education and training to help them understand why DEI is important, and how it can benefit the organization and its employees.
LIMITED RESOURCES:
Implementing DEI initiatives can be resource-intensive, and organizations may struggle to allocate the necessary resources, including time, money, and personnel. Additionally, some organizations may not have the expertise in-house to effectively implement DEI initiatives.
UNCONSCIOUS BIAS:
Unconscious bias can be a significant barrier to DEI. Employees may hold unconscious biases that affect their perceptions, attitudes, and behaviours, and these biases can be difficult to detect and address.Inadequate
DATA:
Many organizations struggle to collect and analyze data related to diversity, equity, and inclusion, which can make it difficult to track progress and measure the impact of DEI initiatives.
RESISTANCE TO MEASURING AND REPORTING PROGRESS:
Some organizations may resist collecting and reporting data related to DEI, as they may be concerned about the potential negative impact on their reputation if the data is not favorable.
LACK OF SUSTAINED COMMITMENT:
Implementing a DEI policy requires sustained commitment from the leadership and all employees, and this commitment can be difficult to maintain over time. Overall, implementing a DEI policy can be a complex and challenging process, but by recognizing and addressing these difficulties, organizations can overcome them and create a more diverse, equitable, and inclusive workplace.
I am sure many of the above points are familiar to those of us who are trying to move the dial in this space. I would also note that organisations will need to look at structural inequalities that may have become baked into an organisation over time, and to measure success. This can be tricky, because it is not easily quanitifiable. What do you measure? Also, the trick will be to maintain momentum - DE&I should be a "forever policy", not a quick dip.
QUESTION 2: What’s the best way to implement this policy?
Implementing a diversity and inclusion (D&I) policy is a multi-faceted and ongoing process that requires a commitment from all levels of the organization. Here are some steps organizations can take to effectively implement a D&I policy:
Start with senior leadership: A commitment to D&I must start with senior leadership, who must be actively involved in promoting and supporting the policy.
Engage employees: Engage employees in the process of developing and implementing the policy, and seek their input and feedback. This will help build buy-in and ownership among employees, and ensure that the policy reflects the needs and perspectives of the workforce.
Develop a comprehensive policy: A comprehensive D&I policy should include clear goals, metrics for measuring success, and a plan for implementation and continuous improvement. The policy should also address areas such as recruitment, promotion, compensation, and development, as well as policies and practices that may contribute to structural inequalities.
Provide training and education: Provide training and education for employees at all levels, from senior leadership to front-line staff, on topics such as unconscious bias, cultural competency, and inclusive leadership.
Encourage diversity in all aspects of the organization: Encourage diversity in all aspects of the organization, from recruitment and hiring to representation on committees and in leadership positions.
Foster an inclusive workplace culture: Foster an inclusive workplace culture by promoting open communication, encouraging diversity of thought, and creating opportunities for employees to collaborate and learn from one another.
Monitor and measure progress: Regularly monitor and measure progress against the goals set out in the D&I policy, and make adjustments as needed to ensure continuous improvement.
Celebrate successes: Celebrate successes and recognize the contributions of individuals and teams in promoting diversity and inclusion. Implementing a D&I policy is a complex and ongoing process, but by following these steps and making a commitment to continuous improvement, organizations can create a diverse and inclusive workplace that benefits everyone.
I DON’T DISAGREE WITH ANY OF THE ABOVE, FROM GETTING SENIOR LEADERSHIP BUY-IN, ALL THE WAY TO CELEBRATING SUCCESSES. I WOULD REITERATE THAT IF THE SUCCESSES ALSO RESULT IN INCREASED REVENUES / PROFITABILITY, THEN THIS WILL ENCOURAGE SENIOR MANAGEMENT TO PUSH THE AGENDA, HELPING TO MOVE REMAINING BARRIERS.
QUESTION 3: How does social mobility affect diversity and inclusion policies?
A: Social mobility can have a significant impact on diversity and inclusion (D&I) policies. Social mobility refers to the ability of individuals to move up or down the socio-economic ladder based on their own efforts and abilities. When social mobility is limited, it can create barriers to diversity and inclusion in the workplace.
LIMITED ACCESS TO EDUCATION AND TRAINING:
When social mobility is limited, individuals from certain backgrounds may not have access to the education and training they need to succeed in the workplace, which can limit the pool of diverse talent available to organizations. Lack of representation in leadership positions: Individuals from disadvantaged backgrounds may be underrepresented in leadership positions, which can result in a lack of diversity in decision-making and a homogeneous workplace culture.
STRUCTURAL INEQUALITIES:
Structural inequalities can result from limited social mobility, such as unequal access to opportunities and resources, which can contribute to a lack of diversity and inclusiveness in the workplace.
UNCONSCIOUS BIASES:
Unconscious biases can also be a barrier to diversity and inclusion, as they can influence hiring and promotion decisions, even among individuals who believe they are acting in a fair and impartial manner. Organizations that are committed to promoting diversity and inclusion must take into account the impact of social mobility on their policies and practices. This may involve addressing structural inequalities, providing training and education on unconscious bias, and investing in programs and initiatives to support diversity and inclusion in the workplace.
By doing so, organizations can help to create a more diverse and inclusive workplace that benefits everyone.
AGAIN, I THINK CHATGPT HAS UNCOVERED THE PRIMARY POINTS. SOCIAL MOBILITY IS PARTICULARLY PERTINENT IN THE UK, WHICH, UNFORTUNATELY, HAS THE REPUTATION OF BEING THE WORST OUT FOR SOCIAL MOBILITY AMONG ALL “DEVELOPED NATIONS”.
QUESTION 4: Last question: How do you fix it?
Fixing limited social mobility and its impact on diversity and inclusion (D&I) policies is a complex and ongoing process that requires a commitment from all levels of society. Here are some steps that organizations can take to address the issue:
ADDRESS STRUCTURAL INEQUALITIES:
Address structural inequalities that contribute to limited social mobility, such as unequal access to education and training, or unequal pay and benefits. This may involve implementing policies and practices that promote equality and fairness in the workplace. Invest in diversity and inclusion initiatives: Invest in programs and initiatives that promote diversity and inclusion in the workplace. This may include mentorship programs, diversity and inclusion training, and initiatives to support the advancement of underrepresented groups in the workplace.
ENCOURAGE DIVERSITY IN ALL ASPECTS OF THE ORGANIZATION:
Encourage diversity in all aspects of the organization, from recruitment and hiring to representation on committees and in leadership positions. This can help to promote greater diversity and inclusiveness in the workplace.
FOSTER AN INCLUSIVE WORKPLACE CULTURE:
Foster an inclusive workplace culture by promoting open communication, encouraging diversity of thought, and creating opportunities for employees to collaborate and learn from one another. Monitor and measure progress: Regularly monitor and measure progress against diversity and inclusion goals, and make adjustments as needed to ensure continuous improvement.
COLLABORATE WITH OTHER ORGANIZATIONS AND COMMUNITY GROUPS:
To promote diversity and inclusion and address the root causes of limited social mobility. Fixing limited social mobility and promoting diversity and inclusion is a complex and ongoing process that requires a commitment from all levels of society.
By taking steps to address structural inequalities, investing in diversity and inclusion initiatives, and fostering an inclusive workplace culture, organizations can help to create a more diverse and inclusive workplace that benefits everyone.
CAN AI HELP IMPLEMENT DE&I POLICIES?
Well, it's amazing what ChatGPT created. Unprompted, ChatGPT noted mentoring as a key initiative to understand and promote DE&I.
It's a great start but by no means perfect, because it provides very high level strategic approaches but no tools to make them happen.
But for less than 5 minutes on the internet it highlights the challenges and some potential solutions to implementing a DE&I policy.
What do you think?
As part of Volcanic, Diversely’s data-driven AI-backed tools take the heavy lifting out of ensuring a measurable, inclusive approach to recruitment to attract the best candidates for a role.
