A New Model: DEI through the Polymathic Eye
The age of advanced and refined data to solve problems filled with bias is nigh…!
A dichotomy of creativity and numbers, I see the ‘art’ of collecting data will need to be the entourage to chaperone the ‘science’ and analytics for any future strategies to solve an age old problem; bringing Diversity Equity & Inclusion top of mind. (Needless to say, both art and science need to be considered, neither alone can produce an accurate dataset).
In my view, I appear to be curating for you here, both Culture and Innovation, two areas often viewed in isolation — polymathic? you decide…
DEI, or The Diversity Economics Institute is building a unique model which looks at the art and science closely where I look forward to contributing and using such intuitive data across my community, ecosystem and industry sectors. They launched their first report: The Colour of Success: Key DEI Insights for UK Executives late 2023, where a group of lucky people (including me) were able to provide a commentary —
Since then, a further two reports have been published taking a deep dive into various notions within DEI —
Hot off the Press only today:
*The new DEI paradigm. *
They say the future cannot fit into the containers of the past … in other words, what worked yesterday won’t work tomorrow. DEI is at this inflection point. We need to re-architect and reimagine DEI, beyond traditional training and practices. Because, the impact is still minimal eg: gender wealth gap will take 130+ years to close, and the company boards are still not diverse enough. To compound the issue, intersectionality is an after thought, and in most cases not even on the radar for executives. A new model is needed — a systemic model where Emotions and EQ (empathy, compassion, courageous conversations ) and Rationale or IQ (Data, KPI’s, Analytics, measurements) operate simultaneously. DEI needs to mature and evolve as a discipline — like any other. This is why Diversity Economics was born. To close this gap, and solve this problem (DEI, 2024)
It is great to see content which encompasses a variety of stakeholder views at the data collection level, with a blend of public and private sector perspectives, reducing bias and skew, bolstered by the use of AI and Machine Learning where the LLM aids in reducing “analysis paralysis”, condensing 600 pages of content to a mere 30 minute read, keeping connotation, focus and purpose strong throughout. DEI provides one accessible place for ratified data on Diversity, Equity and Inclusion, and as we already are coming to know; the Diversity Economics Institute.
Further, accurate and clear data collection is needed to identify and measure our current position (a), to then to move towards a more inclusive community and ecosystem (b) we will need an appropriate, impartial, and strong vector — the sample population focuses on disproportionate Black and Ethnic Minority young persons facing many challenges. The emphasis includes a broad set of parameters, and the interconnected nuances between them, ranging from:
- The lack of representation in both private and public sector roles
- Shortages in the advocation, mentorship and role model formats causing systemic bias
- Both (1) and (2) feeding a deeply embedded (and often undetected) impact on mental health and implications when overlooked from the too often quoted “I am the first of my demographic to be doing x and could have done with more support”
It also raises a valid question surrounding the growing proportion of entrepreneurs and/or sole traders, where the shift towards a “gig” economy brings rise to the gloating questions “who is the boss of me now? And the shrink affecting the future employee workforce?
At the solution level, DEI have built a qualitative and quantitative framework which suggests bringing inclusivity to the table when making leadership choices and decisions in both the public and private sector. They shed light with a political shade, showcasing the UK’s move towards inclusive governance, where the…
“2022 Cabinet further amplified this commitment suggesting a power structure reflecting the nation’s diversity”. (DEI, 2023)
…and there is still work to be done to achieve broader inclusivity
‘DEI’ who as well as showcasing these developments, still look to the task at hand — addressing the stagnant challenges which can be resolved through evolving strategies through their all encompassing ‘New DEI Framework’ which brings some very exciting, purposeful and goal-driven initiatives to help including an Innovation Lab Space, Mentorship Programs, DEI Champions, An Impact Fund and Accelerator, Collaborating with Educational Institutions, a National Amplification Campaign, Data Consortium, Cross-Sector Collaborations, Understanding Summits and Recognition Programs.
Please reach out to Aftab Malhotra here and to the team for more.
Yours truly, whilst doing her day to day, humbly sits on the Advisory Council alongside some very notable thought leaders committed to shedding light and promoting the use of esoteric thinking and ‘diversity in thought’ to help address this complex problem.
More to come from me and our ‘Tabla-Maestro Techie’ (he will snicker at this I’m sure) advocating for underrepresented communities through a series of content specifically related to DE&I through the polymathic lens…!
Written by @VShroff for @maisonpolymathcollective
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