Ria Deshpande is a freelance higher education consultant pursuing an MSc in Human Resource Management at the University of Edinburgh, Scotland. With over 2.5 years of experience in the higher education industry, Ria is passionate about helping educational institutions increase student success through HR analytics and EdTech. She strongly advocates using data-driven insights to increase efficiency and effectiveness in the education sector. Her enthusiasm for HR management is only surpassed by her interest in EdTech and its potential to transform how universities and schools operate. Outside of academia, she loves reading and exploring the Edinburgh art scene.
The equity crisis that the education industry is currently experiencing is one of the most urgent problems of our day. Because of the COVID-19 pandemic, institutional racism—present since the formation of many countries—has recently come to the fore. Institutions of higher learning are increasingly turning to HR analytics to improve diversity and inclusion to address this problem. Organisations can utilise HR analytics to better understand their workplace dynamics, pinpoint the reasons for systemic inequality, and create and carry out action plans suited to their workforce’s requirements. This evidence-based, data-driven, and continuing approach to diversity and inclusion is important for fostering an inclusive culture and changing organisations into equal and equitable settings. In any society, education is one of the most critical sectors. It significantly impacts individuals’, nations’, and the world’s quality of life. As a result, diversity and inclusion must be promoted and encouraged in this sector. Organisations can use HR analytics to identify opportunities to close diversity gaps, develop actionable plans to improve diversity and track their progress. The educational sector has made significant progress in this area in recent years. However, there is still a long way to go. Organisations worldwide have long worked to create and maintain diverse and inclusive workforces. The education sector is no exception; however, setting measurable goals and determining how to achieve them can be challenging.
What is HR Analytics?
A data-driven strategy for managing an organisation’s human resources is HR analytics. It evaluates the effectiveness of the organisation’s past and present operations, identifies development opportunities, and suggests tactics for enhancing the workforce’s performance, growth, and productivity by utilising big data and predictive analytics. Recruitment, employee performance management, training, benefits and pay, and succession planning are just a few of the HR tasks that can benefit from using HR analytics, which also gives businesses a greater understanding of employee behavior and helps them make better decisions about their workforce.
Why are Diversity and Inclusion Important in the Education Sector?
An environment where everyone feels welcome and appreciated can be created with the help of a diverse and inclusive education sector. This can create an environment more favorable for learning and development and more likely to draw in and keep the top talent. The education industry impacts a big part of society. Education of those who will influence society’s future is another duty. To develop an inclusive atmosphere and respect for all people, the educational sector must represent the diversity of culture. In the academic field, diversity and inclusion can help to foster social harmony and lower the likelihood of social unrest. By reducing marginalisation and inequality, DEI can aid in the reduction of social unrest. Finally, inclusion and diversity in education can promote creativity, innovation, and critical thinking. A varied variety of perspectives can help in the creation of fresh concepts and methods for problem-solving.
Bridging The Gap
Developing key performance indicators is the first step in utilising HR analytics to increase diversity and inclusion in the education sector. (KPIs) KPIs need to be based on existing diversity data, such as gender and racial/ethnic distributions, to serve as a baseline for improvement. The analysis of employee demographic data and the identification of improvement opportunities can be made by firms using HR analytics once KPIs have been defined. This can include looking at hiring practices, employee career trajectories, and trends in salary and promotions. Organisations should use HR analytics to create workable solutions after detecting challenges. If there is a shortage of women in a particular position, for instance, organisations might create focused recruitment drives to support gender equity.
If there are pay differences between demographic groups, organisations may also establish efforts to close the gap. A focus on the company’s demands can be ensured with HR analytics. Finally, companies should use HR analytics to track and gauge their success in achieving diversity and inclusion goals. A review of organisational policies to make sure they are achieving the desired goals can also be included, as can comparing assessments of employee data collected over time to gauge the impact of efforts. Organisations can guarantee that their diversity efforts are sensible and well-targeted by regularly assessing and revising their diversity plan. It can help keep tabs on how diversity and inclusion initiatives change over time. By identifying areas where pupils need more help, HR analytics can also enhance educational achievements. Data, for instance, can be utilised to pinpoint and rectify academic success gaps and better comprehend the requirements of various student populations. By doing so, educators would be able to better cater their services and courses to the needs of every student.
The problems posed by diversity and inclusion are at a crossroads in the education sector, and it must leverage the power of HR analytics to navigate this. The ability of HR analytics to increase diversity and inclusion in the educational sector is now something that can be acknowledged. HR analytics-enabled solutions improve everyone’s educational experience while also fostering the growth of a diverse and inclusive workforce. Those working in the education sector can now identify, gauge, and track how different industry stakeholders may improve the environment for equity and inclusion. This is made possible by extracting relevant insights from vast amounts of data. By fostering a more vibrant learning environment and utilising the power of analytical insights, the education sector can set the foundation for a more just world. By doing this, substantial, long-lasting change advantageous to both professors and students can be brought about. Only by using the power of HR analytics can we ensure future success and educational equity. We should all work toward this, and HR analytics can help.