Exploring tech-enabled DEI solutions

Currently, sourcing and recruiting a more diverse workforce is a primary focal point for many organizations. However, some survey respondents are focused on using data insights to match employees to growth and/or leadership opportunities at all levels of the organization (see figure)—but this is merely scratching the surface.

Hurdles remain: Data needed to achieve effective DEI goals and metrics are often locked in disparate and incomplete platforms or are not being collected at all (see figure). For example, not all organizations enable their employees to self-identify attributes, complicating the effort to gain a holistic understanding of workforce demographics or connect these individuals to each other.

Deloitte’s own DEI journey² suggests that tech-enabled solutions can be a powerful catalyst for change—if tech leaders play an active role in reengineering the way data is collected, standardized, managed, analyzed, and reported. However, even without a strong data strategy, tech leaders can still adopt lower-effort, yet highly visible, ways to achieve DEI goals: Simply adding one’s pronouns in Zoom IDs can initiate greater awareness and inclusion for people of varying identities and backgrounds, and sets the tone that DEI is an important enterprisewide tenet.

What’s clear is this: Tech leaders can provide the technical expertise and strategic vision required to integrate solutions that span the workforce life cycle to drive diversity, equity, and inclusion across the organization.