How To Use Data To Attack Your Workforce Issues: Honey, I Shrunk The Labordemic Challenge Week 1
Britney Scott MD, LSSBB
Dr. Scott, Sidequest Queen| Multifaceted, Multi-Passionate, Multi-Hyphenate| Let's Talk AI, Business & Femininity, Process Improvement, DEI, Perfume, Career Pivoting, Company Culture, Being a Human, and So Much More...
Hey Disrupters,
I hope this message finds you well and ready to dive into the first day of our eagerly awaited "Honey, I Shrunk the Labordemic" challenge! I'm absolutely thrilled to embark on this journey with all of you as we navigate the complexities of the current labor shortage together.
As we kick off this challenge, I want to emphasize the importance of data-driven decision-making in our quest for solutions. Today marks the beginning of our planning phase, where we'll lay the groundwork for our process improvement project using the powerful PDSA (Plan-Do-Study-Act) methodology.
So, let's dive into the nitty-gritty of data analysis. While topics like culture and wellness may seem intangible, my work has proven that they can be approached with a data-driven mindset. We're going to roll up our sleeves and get analytical! This is when I recommend bringing on your data analysis/quality partners.
Getting the data
First up, let's take a deep dive into the HR life cycle. Your HR department is a goldmine of data that can provide invaluable insights into hiring, firing, promotions, turnover, and attrition rates. Getting this data from our HR counterparts is how we're truly able to understand what issues we're facing.
Understanding the 'What'
For this, let's discuss statistical tools that can aid in uncovering the intricacies of your HR data. One powerful tool is descriptive statistics, which provides a snapshot of key metrics such as average hiring rates, turnover percentages, promotion frequencies, etc. By analyzing these statistics over time, you can identify trends and anomalies that may signify underlying labor challenges.
Still, don't underestimate the power of data visualization tools such as charts, graphs, and heatmaps. These visual representations can transform raw HR data into actionable insights, making complex trends and patterns more accessible to stakeholders across your organization.
A simple line graph paired with knowledge of industry averages can unlock the 'what' fairly easily.
Understanding the 'Who'
By dissecting this data and stratifying it by demographics such as age, race, and gender or other identifying data such as tenure, department, and shift worked, we can paint a clear picture of who is being affected by the labor shortage and where our efforts should be focused.
Now, let's talk about stratified analysis—a technique that allows you to dissect HR data by demographic variables such as age, gender, and ethnicity. By stratifying your data, you can uncover disparities in hiring, retention, and promotion rates among different groups within your organization. This granular insight is invaluable for designing targeted interventions that address the specific needs of diverse employee segments.
Understanding the 'When'
Understanding the "who" is just the beginning. We need to uncover the "when" and the "why" behind the labor challenges we're facing. By pinpointing when these issues started and delving into the root causes, we can develop targeted strategies for improvement that address the underlying problems head-on.
Time series analysis can shed light on when these issues began and how they've evolved over time. By plotting metrics like employee turnover rates on a timeline, you can discern patterns and pinpoint significant events or changes in your organization's labor dynamics.
My favorite singular tool to accomplish this is a control chart.
By leveraging these statistical tools, you can harness the full potential of your HR data to drive informed decision-making and enact meaningful change within your organization.Tomorrow, we'll continue our exploration by delving into the "why" behind the data, paving the way for strategic planning based on robust insights rather than mere speculation.
I'm incredibly excited to embark on this journey of discovery with all of you, and I can't wait to see the transformative impact we'll make together.
Stay tuned for tomorrow's update, where we'll unravel more insights into our data-driven approach.
Warm regards,
Dr. Britney Scott
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Just Human: Get To Know Dr. Scott
I'd love for this challenge to be an opportunity to get to know each other a little better, so I decided to add this section to each newsletter article.
Today's picture features me and one of my best friends in med school during our joint graduation photo shoot. I love this picture for alot of reasons, but especially for our hair.
I've had natural hair my whole life; however I really began wearing my hair in its natural state around 2011. Before that, my hair was either constantly straightened or blowdried.
There is something so divine about going on a natural hair journey (even for those of us who have never chemically altered our hair). Something so beautiful about rewriting the narratives of what is professional, what is appropriate, and what is good.
For all of my childhood, straight hair was the appropriate hair, the expected hair for special events. There was never any other possible option.
It was a wicked conversation to have with my inner child, with my belief of what is professional, appropriate, and good. I love having the opportunity to call that concept out for what it is, false, and rewrite it.
Yesterday, I spoke about coming batteries included. I believe that concept extends to every feature both inside and out. My large features look unbalanced when my hair is straight which is probably why I wasn't and wouldn't want to be born with straight hair. I've concluded that each of us is perfect; that every part of our being is intentional and ideal for us.
I haven't straightened my hair since college and my biggest achievements are strictly reserved for my biggest hair. This is the hair that I deem professional, the hair that I deem appropriate, and the hair that above all I deem not just good but perfect. See you all tomorrow!
About the DEI Disrupters Newsletter
The DEI Disrupters newsletter is a weekly LinkedIn newsletter designed to stimulate positively disruptive conversation about diversity, equity, and inclusion while providing process-driven tips on how to level up your DEI practice and positively disrupt your organization. If you enjoyed this newsletter, please share with others you feel would gain value from it. The newsletter is curated by BBritney Scott MD, LSSBB a physician, a Lean Six Sigma Black Belt, a teacher, a speaker, a podcaster, a poet, the CEO of a DEI Process Improvement Consulting Firm, and a dreamer who believes that above all else, people matter. Dr. Scott is the host of the DEI Disrupters podcast, a diversity, equity, and inclusion-centered podcast that brings together the most positively-disruptive voices in the DEI space and gives them the opportunity to tell their stories. Dr. Scott is also a faculty lecturer for the Leadership Development to Advance Equity in Health Care course at the Harvard TH Chan School of Public Health. In this course, she teaches leaders from top companies around the world how to turn their DEI ideas into action and communicate the value of their important work for the broader business structure to understand via dollars, data, and moral dogmas. Dr. Scott's work is focused at the intersection of DEI and process improvement, and she has devoted her life to improving equity and inclusivity especially in healthcare through means that align with overall business goals as CEO of her DEI Process Improvement Consulting Firm, The Clinic Doctor. If you are seeking guidance and consultation around diversity, equity, and inclusion in your workplace, visit the website to learn more about services that can be tailored to your specific needs or book a FREE 30 Min Strategic Planning Session if you're interested in learning more about her DEI Process Improvement Coaching Program.
Additional Resources
I help DEI Consultants get warm leads by using an automated self-assessment scorecard to show the ROI of DEI to business buyers • Download my white paper for the framework (see featured section)
8moIf there is one thing I’ve learned about leveraging data, it’s measuring impact beyond numbers drives sustainable change. Valuing qualitative feedback alongside quantitative data is key.
Want to position your HR SaaS? Try video marketing for Recruitment, Hiring, and HR SaaS products.
9moExcited to see the impact data-driven solutions will have on your process improvement project. 📈