In today's corporate landscape, "diversity" is often treated as a headcount exercise, while "inclusion" remains a vague sentiment. But true transformation happens when we build systems of belonging.
The Data Gap in DEI
As a data leader, I've seen firsthand how organizations collect vast amounts of employee data yet fail to measure the sentiment of belonging. We track retention, promotion rates, and demographic splits, but we rarely ask: "Do you feel seen here?"
Building a system of belonging requires us to pivot from performative metrics to deep, qualitative insights backed by quantitative rigor. It means analyzing not just who is in the room, but who feels empowered to speak up.
From Strategy to Reality
When we treat culture as a product, we can apply the same rigorous testing and iteration we use for customer-facing solutions. We must design our internal systems—hiring, feedback, promotion—with the user (the employee) at the center.
It is not enough to open the door; we must ensure the room is built for everyone to thrive.