The Why, How and What of Workplace DEI Data

How DEI Assessments Build Trust and Credibility

Trust is the foundation of effective diversity, equity, and inclusion (DEI) work. Without it, employees won’t engage authentically, leaders can’t have honest conversations, and meaningful change becomes difficult.  One of the most powerful tools for building or breaking that trust is the collection of DEI data.  Over the last few years, Anima Leadership has offered DEI audits and assessments for University of Toronto, University of Victoria, Municipality of Whistler, George Brown College and various law firms and health care organizations. We know first hand how DEI assessments build trust and credibility when approached thoughtfully.

They Signal Long-Term Commitment

• Running a DEI assessment signals your organization is willing to look honestly at itself, including the uncomfortable parts.
• Employees recognize the difference between organizations that talk about inclusion and those genuinely prepared to engage with DEI work.  It’s a retention strategy.
• Ongoing DEI assessments that recur annually or biannually signal that DEI is a priority at your organization, not just a temporary initiative

They Validate Employee Experiences

• DEI assessments can create a shared understanding of where the organization actually stands.
• Many employees, particularly those from underrepresented groups, have been sharing experiences of bias and exclusion for years—often feeling unheard.
• When assessment data reveals patterns confirming these experiences, it validates what employees have been saying all along.
• This validation moves concerns from “individual complaints” to “organizational issues requiring systemic solutions.”

They Inform Targeted, Meaningful Action

The Critical Caveat: Assessment Without Action Can Undermine Trust

Before launching a DEI assessment, ensure you have leadership buy-in, sufficient resources, and a genuine readiness to act on difficult findings. Without this foundation, even the best-designed assessment can do more harm than good. Employees who share honest feedback and then see no visible follow-up may feel dismissed or even betrayed. Over time, this can foster cynicism, disengagement, or the perception that your organization’s DEI efforts are merely performative, which can damage morale and credibility across all levels of the organization.

A strong communication plan and transparent sharing of results are essential. Leaders should be prepared to acknowledge uncomfortable truths, outline specific next steps, and report back on progress over time. They should also ensure that results are discussed openly, actions are prioritized, and accountability measures are clearly established. When handled with integrity and accountability, a DEI assessment not only demonstrates commitment but it also validates employee experiences, strengthens organizational trust, and provides a realistic roadmap for lasting, measurable, and meaningful change.

Where to go next?

Anima Leadership has a top of the line comprehensive workplace inclusion survey  and we can also do a full scale third party audit of all aspects of organizing functioning from governance, to communications, to HR and organizational culture—or any of these areas independently.  This last year for example, we’ve conducted HR audits for a number of organizations looking to meet their inclusion targets.  To learn how data truly makes all the difference to employee retention and high-performance, join our next online free audit webinar.