Diversity, equity, and inclusion initiatives have made impressive strides in recent years, but turning intentions into meaningful, lasting impact requires more than good intentions—it requires data. Just as pilots rely on instrument panels to navigate safely and efficiently, organizations and individuals can use data to guide their DEI journey. While progress is possible without data, the path becomes slower, more difficult, and less precise. A data-driven approach ensures every step is informed, measurable, and focused on results.

Step 0: Clarify DEI Motivations

The DEI journey begins with understanding what drives it. Individuals and organizations must reflect on intrinsic motivations, such as values and purpose, as well as extrinsic factors, like incentives or stakeholder expectations. Asking questions like “Why do I care about DEI?” or “Why should our organization invest in these efforts?” establishes a clear foundation. This reflection may be revisited over time, but it provides a starting point for meaningful action.

Step 1: Conduct a DEI Inventory

A thorough assessment establishes a baseline and highlights opportunities for growth.

For individuals: Tools like the Implicit Association Test (IAT), Herrmann Brain Dominance Instrument® (HBDI®), Intercultural Development Inventory® (IDI®), or Intrinsic Inclusion Inventory™ (i3™) help assess personal preferences, cognitive tendencies, and inclusive competencies.

For organizations: A comprehensive assessment addresses four areas:

• People: How employees experience culture and climate, measured through tools like the DEI Workforce and Workplace Assessment™.
• Policies: Evaluating policies to identify gaps and areas for improvement.
• Practices: Reviewing HR procedures and operational practices to align with DEI goals.
• Performance: Benchmarking outcomes against global standards, such as the Global Diversity, Equity, and Inclusion Benchmarks (GDEIBs).

This inventory creates clarity on where progress is already being made and where additional focus is needed.

Step 2: Define DEI Objectives and Goals

Strategic planning can be guided by the OGSM framework—Objectives, Goals, Strategies, and Measures.

• Objectives: Broad aims, from fostering personal awareness of differences to cultivating organizational inclusion.
• Goals: Specific, measurable outcomes tied to each objective.
• Strategies: Initiatives and actions designed to achieve objectives.
• Measures: Metrics that track progress and ensure accountability.

Clearly defining objectives and goals transforms DEI from an abstract concept into a practical, actionable plan.

Step 3: Learn from Evidence and Best Practices

Data and research help identify what works and prevents wasted effort.

Individual examples: Through My Eyes™ virtual reality experiences foster empathy, while The Inclusion Habit® encourages daily inclusive behaviors reinforced through social accountability.

Organizational examples: Equitable Analytics™ uses machine learning to determine which DEI interventions are most likely to succeed, and the Rali Change Experience platform drives large-scale behavior change that improves culture and performance.

Step 4: Implement DEI Initiatives

With insights in hand, the next step is selecting actions that align with your objectives.

Individuals can engage in training, reading, team-building activities, and other personal development exercises.

Organizations may implement employee resource groups (ERGs), inclusive hiring practices, structured discussions on bias, coaching, and professional development initiatives.

For both individuals and organizations, quantifiable measures are essential to track progress and evaluate effectiveness.

Step 5: Evaluate Impact and Iterate

Impact assessment examines both outputs—the activities completed—and outcomes—the meaningful changes achieved. This evaluation informs the next cycle, starting again with a DEI inventory to measure progress and identify new opportunities. DEI is an ongoing journey, and continuous evaluation ensures that strategies remain relevant and effective.

Data is not the entire solution, but it is an essential piece of the puzzle. W. Edwards Deming, often misquoted as saying “If you can’t measure it, you can’t manage it,” actually emphasized that management requires more than measurement alone. According to the Deming Institute, effective management combines data with informed action. DEI is uniquely suited to this approach: it can be measured, monitored, and managed, and a data-driven strategy ensures that every step produces meaningful results.

By combining reflection, assessment, strategy, evidence, and evaluation, a data-driven approach transforms DEI from a set of good intentions into a measurable, sustainable journey of change.