no doubt you will have come across diversity and inclusion (D&I) at some point in your career or studies up to this point. Done well, D&I good practice should be integrated into every part of an employee’s life cycle, including recruitment, onboarding, development, performance management, promotions and exiting. Managed poorly, perhaps some of the problems will be apparent through bias, unfairness, regretted resignations and a lack of innovation and customer empathy in corporate strategies. In this chapter, we cover the following: ●● Equality, diversity and inclusion (D&I). ●● Common approaches to measuring and managing D&I. ●● Example 1: gender and job grade analysis using frequency tables and chi square. ●● Example 2a: exploring ethnic diversity across teams using descriptive statistics. ●● Example 2b: comparing ethnicity and gender across two functions in an organization using the independent samples t-test. ●● Defining multiple linear regression. ●● Using multiple linear regression to model and predict ethnic diversity variation across teams from base location, function, group size, team lead gender, and team gender breakdown. ●● Testing the impact of diversity: interacting diversity categories in predictive modelling.
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