#LDInsight

As a data-led, evidenced based practice, LnD should be able to speak truth to power, explaining why and how it is part of the way the organisation works.

Unfortunately, it is rarely led by the breadth of data it needs to use or valuable evidence that is more 1/

#LDInsight
than a superficial reason to be doing something.

Take, for example D&I. How many LnD teams, working on recruitment bias would collect:
Advertising data - where roles are advertised
Recruitment data - number of applications, rate of drop off
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#LDInsight

at shortlisting, interview, and appointment
Representation at all levels throughout the organisation
Glassdoor data - what people ‘rally’ value about your organisation
LinkedIn follower data - who is saying what about your organisation and what’s their background
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#LDInsight
BAME and disability pay gap data - as per the gender pay gap, what are the BAME and disability pay gaps for your organisation?
HR grievance data - who raises grievances and about what
HR sickness data - what does the data about sickness tell us
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#LDInsight
If you want to be REALLY do something, make sure that you are basing your approach on the REAL data.

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