| A/B Test Your DEI Initiatives. Before rolling out a potentially costly diversity, equity, and inclusion (DEI) initiative, it's worth running an experiment to verify that it could actually work at your company. Fortunately, A/B testing can help. To A/B test your DEI initiatives, start by determining your goal. What's the problem you're trying to solve? What does success look like? Be specific: "Reduce gender and racial bias in our hiring process" is a better goal than "Create an inclusive culture." Then consider what success looks like and establish a way to measure it. If success means increasing the diversity among new employees, for example, you might choose to measure the diversity of not only your final hires but also the applicant pool and set of interviewees. Focus on quantifiable outcomes, not just self-reported sentiments, attitudes, or other qualitative indicators. Next, roll out the initiative only on some randomly selected teams. And finally, compare your treatment group (the one that was assigned to the initiative) to the control group (the one that was not) on the metrics you specified. Did your initiative move the needle? If so, you should feel confident scaling up the initiative and introducing it to other teams. If not, you can feel good about having identified an initiative that may have done more harm than good if implemented widely. | | | | Today’s Tip | | A/B Test Your DEI Initiatives | | Before rolling out a potentially costly diversity, equity, and inclusion (DEI) initiative, it's worth running an experiment to verify that it could actually work at your company. Fortunately, A/B testing can help. To A/B test your DEI initiatives, start by determining your goal. What's the problem you're trying to solve? What does success look like? Be specific: "Reduce gender and racial bias in our hiring process" is a better goal than "Create an inclusive culture." Then consider what success looks like and establish a way to measure it. If success means increasing the diversity among new employees, for example, you might choose to measure the diversity of not only your final hires but also the applicant pool and set of interviewees. Focus on quantifiable outcomes, not just self-reported sentiments, attitudes, or other qualitative indicators. Next, roll out the initiative only on some randomly selected teams. And finally, compare your treatment group (the one that was assigned to the initiative) to the control group (the one that was not) on the metrics you specified. Did your initiative move the needle? If so, you should feel confident scaling up the initiative and introducing it to other teams. If not, you can feel good about having identified an initiative that may have done more harm than good if implemented widely. | | This tip is adapted from “Why You Should Start A/B Testing Your DEI Initiatives,” by Edward Chang et al. | | | | | %20(1).png) | | Women at Work Live | | Join Amy Gallo and Amy Bernstein for a half day of live conversations that'll lift you up and move you forward. | | | | | | | | | | | |
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