Data-Driven Dei - Randal Pinkett

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Résumé :

ACKNOWLEDGMENTS xi
INTRODUCTION xiii

0 STEP 0: DEI Incentives--Self-Reflect and Introspect 1
Dimensions of Personal Transformation 2
What Are Your Personal DEI Incentives? 5
Crafting a Personal DEI Mission and Vision 7
Establishing Personal DEI Aims 8
Dimensions of Organizational Transformation 9
Dimensions of Personal and Organizational Transformation 12
What Are Your Organizational DEI Incentives? 14
Crafting an Organizational DEI Mission and Vision 15
Establishing Organizational DEI Aims 18
DEI Aims vs. DEI Objectives 18
Comprehensive Personal and Organizational DEI Assessment Framework 20
Entering the Five-Step Cycle of Data-Driven DEI 22

1 STEP 1: DEI Inventory for People--Seek Understanding 23
Personal DEI Assessment Framework 24
Understanding Preferences and Competences 25
Preferences 25
Competences 26
Preferences vs. Competences 27
Conducting a Personal DEI Assessment 27
Assessing Your Preferences 28
Assessing Your Competences 43
Assessing Your Preferences and Competences 52
A List of Personal DEI Assessment Tools 53
Choosing the Right Personal DEI Assessment Tool for You 64
Mitigating Data Bias--Part 1 70
Researcher Bias 71
Confirmation and Attribution Bias 72

1 STEP 1: DEI Inventory for Organizations--Seek Understanding 73
Organizational DEI Assessment Framework 74
Conducting an Organizational DEI Assessment 75
Phase 0: Inventory Preferences and Competences 79
Phase I: Administer DEI Culture and Climate Survey (Quantitative Data Collection) 80
A List of Organizational DEI Assessment Tools 84
Phase II-A: Perform DEI Human Resources (HR) Policies and Practices Assessment 96
Phase II-B: Perform DEI Benchmarking or Ranking 98
Phase III: Analyze DEI Quantitative Data 102
Phase IV: Conduct DEI Interviews and Focus Groups (Qualitative Data Collection) 106
Phase V: Analyze DEI Qualitative Data 121
Phase VI: Analyze DEI Mixed-Methods Integrated Data 124
Phase VII: Deliver DEI Assessment Report 129
Mitigating Data Bias--Part 2 131
Selection Bias 131

2 STEP 2: DEI Imperatives--Determine Priorities 133
DEI Objectives and Goals 134
Establishing DEI Objectives 136
Setting DEI Goals 141

3 STEP 3: DEI Insights--Identify What Works 159
What Are What Works Models? 160
What Works Models for People 161
What Works Models for Organizations 164

4 STEP 4: DEI Initiatives--Take Action 167
DEI Strategies and Measures 168
Personal DEI Strategy Framework 169
Developing a Personal DEI Preference and Competence Model 171
Designing a Personal DEI Learning Journey 175
The Five Dimensions of a Personal DEI Learning Journey 176
Examples of Personal DEI Strategies 177
The Crawl, Walk, Run Approach to a Personal DEI Learning Journey 179
Organizational DEI Strategy Framework 181
Examples of Organizational DEI Strategies 182
Determining DEI Strategies 189
Formatting Your DEI Strategy Statements 189
Examples of Personal DEI Strategies 189
Examples of Organizational DEI Strategies 190
Defining DEI Measures 194
Formatting Your DEI Measures Statements 194
Personal DEI Strategic Plan Example 195
Organizational DEI Strategic Plan Example 199

5 STEP 5: DEI Impact--Evaluate Results 205
DEI Data Reporting 206
DEI Scorecards 207
A Personal DEI Scorecard 208
An Organizational DEI Scorecard 212
DEI Dashboards 214
A Personal DEI Dashboard 214
An Organizational DEI Dashboard 215
Creating a DEI Scorecard or Dashboard 223
Visualizing Data 224
Decide What Story You Are Trying to Tell w...

Biographie:
RANDAL PINKETT, PHD, MBA, is an entrepreneur, innovator, speaker, author, media personality, and scholar. He is a diversity, equity, and inclusion expert who is leading the way in business, technology, data, and equity for all. Dr. Pinkett is the co-founder, chairman, and CEO of BCT Partners, a research, training, consulting, technology, and data analytics firm that offers a full range of DEI services and solutions. BCT's mission is to harness the power of diversity, insights, and innovation to transform lives, accelerate equity, and create lasting change. BCT is a global leader in helping people and organizations make better decisions, improve outcomes, and amplify their impact toward a more equitable society. While Dr. Pinkett has been recognized as EY Entrepreneur of the Year, BCT has been recognized by Forbes as one of America's Best Management Consulting Firms, and by Manage HR Magazine as a Top 10 Company for Diversity & Inclusion. BCT is also on the Black Enterprise BE100s list of the nation's largest African American-owned businesses and the Inc. 5000 list of the fastest-growing private companies in America....

Sommaire:

ACKNOWLEDGMENTS xi

INTRODUCTION xiii

0 STEP 0: DEI Incentives--Self-Reflect and Introspect 1

Dimensions of Personal Transformation 2

What Are Your Personal DEI Incentives? 5

Crafting a Personal DEI Mission and Vision 7

Establishing Personal DEI Aims 8

Dimensions of Organizational Transformation 9

Dimensions of Personal and Organizational Transformation 12

What Are Your Organizational DEI Incentives? 14

Crafting an Organizational DEI Mission and Vision 15

Establishing Organizational DEI Aims 18

DEI Aims vs. DEI Objectives 18

Comprehensive Personal and Organizational DEI Assessment Framework 20

Entering the Five-Step Cycle of Data-Driven DEI 22

1 STEP 1: DEI Inventory for People--Seek Understanding 23

Personal DEI Assessment Framework 24

Understanding Preferences and Competences 25

Preferences 25

Competences 26

Preferences vs. Competences 27

Conducting a Personal DEI Assessment 27

Assessing Your Preferences 28

Assessing Your Competences 43

Assessing Your Preferences and Competences 52

A List of Personal DEI Assessment Tools 53

Choosing the Right Personal DEI Assessment Tool for You 64

Mitigating Data Bias--Part 1 70

Researcher Bias 71

Confirmation and Attribution Bias 72

1 STEP 1: DEI Inventory for Organizations--Seek Understanding 73

Organizational DEI Assessment Framework 74

Conducting an Organizational DEI Assessment 75

Phase 0: Inventory Preferences and Competences 79

Phase I: Administer DEI Culture and Climate Survey (Quantitative Data Collection) 80

A List of Organizational DEI Assessment Tools 84

Phase II-A: Perform DEI Human Resources (HR) Policies and Practices Assessment 96

Phase II-B: Perform DEI Benchmarking or Ranking 98

Phase III: Analyze DEI Quantitative Data 102

Phase IV: Conduct DEI Interviews and Focus Groups (Qualitative Data Collection) 106

Phase V: Analyze DEI Qualitative Data 121

Phase VI: Analyze DEI Mixed-Methods Integrated Data 124

Phase VII: Deliver DEI Assessment Report 129

Mitigating Data Bias--Part 2 131

Selection Bias 131

2 STEP 2: DEI Imperatives--Determine Priorities 133

DEI Objectives and Goals 134

Establishing DEI Objectives 136

Setting DEI Goals 141

3 STEP 3: DEI Insights--Identify What Works 159

What Are What Works Models? 160

What Works Models for People 161

What Works Models for Organizations 164

4 STEP 4: DEI Initiatives--Take Action 167

DEI Strategies and Measures 168

Personal DEI Strategy Framework 169

Developing a Personal DEI Preference and Competence Model 171

Designing a Personal DEI Learning Journey 175

The Five Dimensions of a Personal DEI Learning Journey 176

Examples of Personal DEI Strategies 177

The Crawl, Walk, Run Approach to a Personal DEI Learning Journey 179

Organizational DEI Strategy Framework 181

Examples of Organizational DEI Strategies 182

Determining DEI Strategies 189

Formatting Your DEI Strategy Statements 189

Examples of Personal DEI Strategies 189

Examples of Organizational DEI Strategies 190

Defining DEI Measures 194

Formatting Your DEI Measures Statements 194

Personal DEI Strategic Plan Example 195

Organizational DEI Strategic Plan Example 199

5 STEP 5: DEI Impact--Evaluate Results 205

DEI Data Reporting 206

DEI Scorecards 207

A Personal DEI Scorecard 208

An Organizational DEI Scorecard 212

DE...