Diversity and Data
A diverse workforce is productive and benefits from the experience that aforementioned diversity can bring to an organisation. But despite the advantages, there are still challenges and blockades in the way. Data can go a long way towards not only finding these problems but identifying organisation-wide change to improve things. Yorkshire Water published a response to their gender pay gap data last year - their gender pay gap was significantly lower than the national average but they have recognised there is still work to be done.
Publishing more data about diversity and pay gaps is the start - identify the gaps, challenge the methods, explore the solutions. Here are the questions we want to ask:
- What data is already being published, and is it open?
- What should be published but faces barriers?
- What are those barriers?
- Who should be involved but currently isn't?
- What are the definitions of 'diversity data?'
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An open document that anyone can contribute to.
Leeds Gender Pay Gap
A graph that visualises the gender pay gap of Leeds-registered organisations. *Updated with 2019 figures*
Explore how ethnic diversity varies with age across England and Wales. A project by imactivate.
Workshop running order
|13:30 - 13:45||Welcome.|
Arrive. Meet, greet, and coffee.
|13:45 - 14:00||
Introduction and overview of the afternoon
|14:00 - 14:45||Context setting|
Show and tell of existing work, projects, and visualisations like the Leeds Gender Pay Gap
|14:45 - 15:30||What are the challenges or problems?|
Missing data, the practicalities and legalities of collecting diversity data, who needs to be involved. Unconference style.
|15:30 - 15:45||Tea/Coffee Break|
|15:45 - 16:30||Continue to work with challenges/solutions|
Make connections in the room for potential new projects.
|16:30 - 17:00||What happens next?|
What could you do tomorrow/next week/next month that could make things happen?
|17:00 - 17:30||Wrap up|
Final thoughts and wrap up.