Diversity data collection

Collecting and analysing data on the diversity of your workforce

Collecting diversity data is the first step in enabling organisations to analyse and understand the diversity of their workforce and inequalities that exist in the workplace. Being able to perform meaningful analysis allows employers to implement targeted and focused initiatives to make a real change to their workplace culture, achieve their inclusion and diversity goals and help them mitigate risks of unconscious bias and discrimination.

Stakeholders are increasingly demanding that organisations report on workforce diversity and tackle inequalities including in the context of their Environmental, Social and Corporate Governance (ESG) agendas. As a result, the collection of data on diversity characteristics such as ethnicity, sexual orientation and disability is becoming a priority for organisations.

Why is it important?

The collection of diversity data can be complex and organisations need to navigate a range of legal, cultural, systems and communications issues to complete a successful data collection exercise. It is important to involve the right stakeholders at the outset and proactively plan and agree a strategy for gathering this data.

Organisations who successfully collect diversity data are well placed to report on diversity metrics, identify inclusion and diversity focus areas and develop diversity initiatives that can have the biggest impact on their workforce. Being transparent about workforce diversity is an important step towards meaningful change. It not only demonstrates a strong commitment to diversity, but also strengthens accountability for organisations that are committed to promoting fairness and addressing any inequalities.

Katy Bennett, Director in People and Organisation, explains why companies should be thinking about collecting diversity data.

August 2021

Diversity data collection

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Implement a successful process

The following factors are key to successfully collecting and analysing diversity data:

Strategy and planning

The key to overall success is putting in place a clear strategy which sets out an organisation’s priorities and approach for data collection. This should incorporate legal and data privacy requirements, cultural considerations, the use of data analytics and a communications plan.

Legal and cultural considerations

Given the sensitivity of the data, when devising a data collection strategy, it is essential to factor in legal data privacy requirements, discrimination risks and cultural factors.

Technology and systems

It may be possible to adapt existing HR systems to collect and integrate diversity data with existing information. Alternatively, separate independent systems can be used, particularly when carrying out ‘snapshot’ reviews and/or anonymous surveys.

Data and analytics

Clear analytics and visuals are key to spotting trends, identifying focus and risk areas, and creating actionable insights which organisations can use to drive change.

Developing a communications strategy

Communications play an integral role in building trust, increasing response rates, and implementing positive cultural change.

Understanding global nuances

Each of the issues above will be made more complex where organisations are collecting diversity data globally and they will need to be particularly aware of the legal and cultural nuances of different jurisdictions.

Why PwC

Proven experience
Multi-disciplinary team
Global network
Cutting edge data analytics
Legal expertise
Communications support
Leaders in diversity, equity and inclusion

Proven experience

We have proven experience of supporting organisations with the collection of diversity data across a range of industries and jurisdictions.

Cutting edge data analytics

We have developed a range of user friendly data collection, visualisation and analytics tools. These can accelerate projects (for example through access to our data categorisation library) and enable us to analyse potential areas of diversity risk in real time to understand the key drivers behind diversity issues or low disclosure rates.

Leaders in diversity, equity and inclusion

Our expertise also includes carrying out broader diversity, equity and inclusion projects once diversity data has been collected, including equal pay and pay fairness reviews, analysis and reporting on pay gaps and other diversity metrics and carrying out employee lifecycle reviews to identify risks of unconscious bias and discrimination.