Director Talent Analytics
Given the increasing energy related to diversity, equity, and inclusion (DEI), many organisations are accelerating their ability to measure diversity and increasing data transparency as key enablers to DEI strategy.
Learn about what Grainger tracks as key measures to identify gaps and understand the impact of initiatives, with a focus on leading indicators aligned to strategy that influence improved representation outcomes.
This session will also cover important points that organisations should take into account when considering any diversity goal-setting initiative. We will explore both qualitative and quantitative considerations, including how to benchmark and model future scenarios.
Learn how the Talent Analytics team at Grainger, a Fortune 500 company, developed its approach to diversity measurement. From building foundational dashboards and incorporating external labor market information to modeling scenarios in support of goal setting, we will also cover the considerations that need to be taken into account when considering goal setting including intent, scope and roles.
With the increasing energy around diversity, equity and inclusion, organisations can no longer wait to understand their current state, gaps, and opportunities to improve.
Organisations should start by identifying, measuring, and making visible the drivers of representation, which includes not only recruiting but development/promotion and retention.
In setting goals, organisations need to consider the intent of why they should set goals and set the scope in a way that corresponds to diversity, equity, and inclusion strategy.
An understanding of the internal and external workforce’s supply of diverse talent is critical to identify opportunities to close gaps.
Don’t wait to solve your most urgent workforce challenges. Here’s how you can deliver on our diversity pledges.
This session will cover:
Key measures to track in driving DEI
Differentiate between leading vs. lagging measures
Considerations for goal setting
Inputs for modeling future scenarios
Our Diversity, Equity, and Inclusion measurement journey
Components of DEI Dashboard
Key Considerations for Benchmarking/Goal Setting
Our Goal Setting Process.
- Understand what should be measured related to diversity
- Differentiate between leading and lagging measures
- Understand how to scope a diversity goal setting process
- Identify key metrics related to diversity
- Inform roadmap for analytics maturity in relation to diversity, equity, and inclusion
- Be able to consult on considerations related to diversity goal setting
- Understand what internal and external quantitative inputs can help your organisation identify gaps, and improve its ability to close them.
Register your place now!
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Adrienne Lo has over twelve years of experience building talent analytics, first as a consultant then internally for companies across various industries.
She currently leads the Talent Analytics team at Grainger, a Fortune 500 company located in the Chicago area, where she has built infrastructure and capability from the ground up. She partners very closely with the business and across HR, particularly with the Diversity, Equity, and Inclusion and Talent Acquisition functions and is a big proponent of ensuring talent analytics remains aligned with business and HR priorities and serves as catalyst for HR to build capability.
She is a graduate of Yale and Northwestern’s Kellogg School of Management and a Certified Change Management Professional.