Three reasons why qualitative research is important to diversity and inclusion work
Three reasons why qualitative research is important to diversity and inclusion work
A key part of the work we do at the Bridge Group is helping our clients understand their quantitative data. We help them understand the demographic composition of their workforce, how this compares to a range of national and industry-specific benchmarks, and provide insight into how quickly different people progress upwards in their organisation. These are all key diversity and inclusion metrics. We also provide practical guidance on how to go about collecting data – which questions to ask, and how to manage and process that data. We’re also able to achieve impact when we help different and willing organisations work together to share and compare their data collectively – as with Access Accountancy, the Real Estate industry, and Progress Together.
However, crunching the numbers in this way can only tell you so much. We know that responding in a systemic way to the challenge of socio-economic equality, diversity and inclusion requires a breadth of methodological tools. Qualitative methods – usually, interviewing people – are a critical part of the way we work.
As the lead for the Bridge Group’s qualitative research, I wanted to highlight three reasons I think qualitative research is essential for doing diversity and inclusion work well.
Improved understanding. Interviewing employees within an organisation, or students applying for higher education, is the best way to understand how those contexts are experienced. Qualitative research allows us to get to know an organisation or sector from the inside, and begin to unpack what processes, cultural norms, and policies are contributing to unequal outcomes. It can help us to understand why someone might leave, or struggle to progress. In addition, interviews are an efficient way of highlighting what workplaces and universities are doing well, and identifying the systems that they have in place to nurture talent.
Nothing can get to the heart of understanding unequal outcomes more quickly than talking with a sample of people from lower socio-economic backgrounds, ethnic minority backgrounds, or who identify as a women or members of the LGBTQ+ community, and comparing their experience of the workplace or higher education with a sample of people from higher socio-economic backgrounds, who are White, and/or identify as men. Being serious about diversity and inclusion means being serious about understanding the experiences of people from diverse backgrounds.
Better recommendations. The recommendations that can be made on diversity and inclusion are only as strong as the research and analysis that feed into them. Quantitative analysis can help to understand the current state of play at an organisation. Working through the numbers enables organisations to set meaningful numerical targets and Key Performance Indicators (KPIs). However, it is our qualitative analysis that can help us to recommend specific policies that need to be adjusted or particular areas that require further investigation.
A good qualitative dataset can identify which parts of an organisation are not functioning as well as they might, and are contributing to unequal outcomes for different groups of staff or students. Without some qualitative insight into an organisation, it is difficult to make recommendations that will help move the dial on diversity and inclusion metrics. It’s only when the qualitative and quantitative data are working together that we can begin to develop a systemic approach to the challenges that organisations are facing. Moreover, as the Bridge Group continues to research different organisations and sectors, we are building up a deeper and more comprehensive understanding of the range of policies and process that can have an impact on creating more inclusive cultures and equitable workplaces and higher education institutions.
A more ethical practice. An aspect of my job I am most proud of, is being able to amplify the voices of employees and students from diverse backgrounds. When I’m interviewing someone, it is often the first time that they will have had an hour to sit down and reflect on their experiences and career to date. This creates time and space for people to share their insight and to confidentially disclose difficulties they have encountered. It can be a powerful experience. The very act of taking part in an interview can help participants realise that they have some agency and stake in their place of work or education.
This is not only helpful for the individual research participants but contributes to the overarching goals of the research too. Over the course of research projects with smaller organisations, my research team and I have been able to interview up to 30% of a given organisation’s staff. This means that almost one in three staff at an organisation will have had an extended conversation about how diversity and inclusion relates to their work. This can become a critical mass of engaged staff with an interest in how organisations decide to respond to socio-economic equality, diversity and inclusion. For larger organisations – where we would interview a smaller but still significant proportion of staff – the interviewees will be an engaged audience with an interest in the findings, and perhaps willing to start conversations with their colleagues and peers about the research.
Reflecting on why I feel that qualitative research is central to the work we do at the Bridge Group, is also helpful for thinking through why anyone does work on diversity and inclusion at all.
Some of the ultimate goals for diversity work are not only to have perfect representation of all demographics within an organisation, but also for people to feel included, to feel like they belong, and to feel as if their current place of work or university is a place where they can realise their potential. These are outcomes that it’s not easy to attach a nice numerical KPI to, but are outcomes that are nonetheless central to organisations meaningfully becoming inclusive places.
If organisations are serious about doing diversity and inclusion well, then it is essential that they invest as much time and energy in understanding the views and experiences of their staff or students as they do in understanding their numbers.
If you’d like to talk more about qualitative research in socio-economic equality, diversity and inclusion feel free to reach out: jack.layton@the-bridgegroup.co.uk