{"id":939,"date":"2023-07-07T10:46:28","date_gmt":"2023-07-07T10:46:28","guid":{"rendered":"https:\/\/www.whitecrowresearch.com\/resources\/?p=939"},"modified":"2023-08-11T10:34:18","modified_gmt":"2023-08-11T10:34:18","slug":"do-you-want-the-truth-or-something-statistical","status":"publish","type":"post","link":"https:\/\/www.whitecrowresearch.com\/resources\/2023\/07\/07\/do-you-want-the-truth-or-something-statistical\/","title":{"rendered":"Do You Want The Truth or Something Statistical?"},"content":{"rendered":"\n

Why diversity stats are less important than you think.<\/h2>\n\n\n\n
\n
\n

A couple of weeks ago, we delivered a
report for a major consumer goods
the company which wanted to know what
its competitors are doing in the
diversity space.<\/p>\n\n\n\n

As one of the world\u2019s leading talent
intelligence providers, we do plenty of
such reports. But what was unusual about
this one was our client\u2019s relative lack of
interest in statistics. Naturally, they were
interested to know how their diverse
representation stacked up against
industry averages, but they realized this
wasn\u2019t the be-all and end-all of the issue.<\/p>\n\n\n\n

And they\u2019re right.<\/p>\n\n\n\n

Diversity statistics are a snapshot in time.
They tell you how you\u2019re doing today, not
how you\u2019ll fare tomorrow. They also fail to
tell a story. Say your stats are looking
good \u2013 did you fluke it or are you actually
doing something right? If so, what?<\/p>\n\n\n\n

In any case, diversity stats are for HR
leaders. Shouldn\u2019t the main thrust of DEI
activity be minority groups themselves?
Rather than obsessing over, say,
percentages of female leaders,
companies need to be asking themselves
about the everyday working experience
they offer women at every level.<\/p>\n\n\n\n

<\/p>\n<\/div>\n\n\n\n

\n

Which leads us back to our client…We
like to think they\u2019re happy with their report.<\/p>\n\n\n\n

We reckon we did a very thorough job \u2013
but only because the company so skillfully
defined the parameters of our research.<\/p>\n\n\n\n


Yes, they wanted to know figures, but they
also wanted to learn about support
groups, cross-industry alliances, training,
language, schools outreach, university
programs, personal testimony from
minority groups, speeches by senior
leaders, C-suite support, company ethos
and a whole range of other insights that
don\u2019t show up on a spreadsheet…<\/p>\n\n\n\n

The best DEI leaders know that diversity
is a cultural issue. Only by understanding
the activity of fellow corporates and
society at large can any one company
craft an EVP which genuinely caters
to all its employees.<\/p>\n\n\n\n

Achieve that, and the stats look
after themselves.<\/p>\n\n\n\n

Check out our article on Who Cares Win<\/a> here.<\/p>\n<\/div>\n<\/div>\n\n\n\n

Also, check out our Article Don\u2019t Worry, Be Happy<\/a> here.<\/p>\n\n\n\n

The World According to WhiteCrow<\/strong><\/h2>\n\n\n\n

As the world\u2019s largest sourcing and recruitment company, WhiteCrow<\/a> works with clients
across multiple geographies and sectors. So a brief glance at what we\u2019re working on
ought to provide a clue to what\u2019s going on in the wider market…<\/p>\n\n\n\n

\n
\n

It\u2019s official. Updated growth figures from
May show that Germany \u2013 supposed
a powerhouse of the European economy
\u2013 is in recession. Plenty of other
countries around the world are only a percentage point or two away from
the same fate.
\u25aa But whereas previous global recessions
have been characterized by high
unemployment, labour levels
worldwide are actually very good. The
the jobless rate in the UK is at a historically
low 3.8% while in the US it\u2019s even lower
at 3.7%. That\u2019s good for WhiteCrow
because it means companies need our
expert advice on finding and engaging
increasingly scarce candidates.
\u25aa So it\u2019s not surprising that the number
of jobs, we worked on during the last
quarter dipped only very slightly, down
from 2,420 to 2,408. Average jobs per
the month was 802, a statistically
insignificant change on last quarter\u2019s
figure of 807.
\u25aa Our Investment Banking and Energy
clients are keeping us particularly busy.
One well-known bank has 109 jobs
active with us at the moment, while a
global oil & gas client notched up
111 requisitions over the last quarter.<\/p>\n<\/div>\n\n\n\n

\n

That surely speaks to the relatively
buoyant stock prices across the
financial services and energy sectors.
\u25aa But even if companies have lots of jobs
to fill, worsening economic conditions
overall are leading to tighter
recruitment budgets. In other words,
TA leaders need to do more with less.
That\u2019s also reflected in our data. With
23% of projects being research related
(up from 18% in Q1) it seems recruiters
are hungry for data and insights
that can help them hire better, faster
and smarter.<\/p>\n\n\n\n

Also, study our article on Money Talks<\/a> here.<\/p>\n<\/div>\n<\/div>\n\n\n\n

\"The<\/figure>\n\n\n\n

Understand How you can Be an Agile Shape Shifter<\/a> here.<\/p>\n\n\n\n

\"Q1<\/figure>\n\n\n\n

Talentomics<\/h2>\n\n\n\n

Covid. Cost of living. Ukraine. Whatever your view on the big issues of the day, we can all
agree these are unpredictable times. That\u2019s a nightmare for workforce planning. So now
more than ever Talent teams need to be across the numbers. Below, we share a
selection of economic charts and comment briefly on their implications for recruitment.<\/p>\n\n\n\n

Inflation<\/strong><\/h3>\n\n\n\n
\"Covid.<\/figure>\n\n\n\n
\n
\n

With Fed Chairman Jerome Powell
recently commenting that the fight
against US inflation \u201chas a long way
to go\u201d, we thought we\u2019d take a look
at what\u2019s happening to prices
across the world.<\/p>\n\n\n\n

\u25aa In many cases, the graph is going in
the right direction. But only very slowly.
In the UK, core inflation is actually up.
But weren\u2019t we told inflation was largely
the result of the energy price hike that
followed Putin\u2019s invasion of Ukraine?
Energy prices have been falling for
sometimes, yet consumers are still
struggling to afford everyday items.<\/p>\n<\/div>\n\n\n\n

\n

It increasingly looks like there could have
been other factors at play such as the
huge amounts of quantitative easing
we\u2019ve seen over the last few years.<\/p>\n\n\n\n

\u25aa Economists can argue about the precise
causes, but if Jerome Powell is right, we
can expect candidates to be pushing
hard for wage increases. Younger
candidates will be worried they can\u2019t pay
their bills, but even highly paid senior
candidates \u2013 many of whom will be
homeowners experiencing massive hikes
in their mortgage payments \u2013 are likely
to take a tough negotiating stance.<\/p>\n<\/div>\n<\/div>\n\n\n\n

Study our article on “Is Hybrid Working?<\/a>” here.<\/p>\n\n\n\n

Economic Inactivity per Country<\/h2>\n\n\n\n
\"Economic<\/figure>\n\n\n\n
\n
\n

\u25aa Since COVID, the number of people
who are neither at work nor looking for
work has increased in nearly every
country around the world.
\u25aa There are lots of suggested reasons for
this economic inactivity. But one that
should concern TA leaders more than
any other is an increase in mental
health cases. In the UK, monthly
sickness benefit claims have doubled
post-pandemic and mental health is
behind 41% of them.
\u25aa That begs the question of why so many
people are struggling with their mental<\/p>\n<\/div>\n\n\n\n

\n

health. Could it be that the lockdown itself
is the cause? It\u2019s interesting to note that
Sweden and Japan \u2013 neither of which
countries instituted a strict lockdown
\u2013 occupy two of the bottom three
places in our graph.
\u25aa Regardless, TA professionals \u2013 many of
who have done such great work
nurturing inclusive, neurodiverse
workplaces \u2013 have a key role to play
in tackling the epidemic of mental
health cases. Otherwise, the recovery
from COVID could be long and slow
for everyone.<\/p>\n<\/div>\n<\/div>\n\n\n\n

Know what is Candidate Experience and What Companies Get Wrong<\/a>!<\/p>\n\n\n\n

Diversity and Outsourcing<\/h2>\n\n\n\n
\"\"<\/figure>\n\n\n\n
\n
\n

Above we have listed the top 10 most
diverse countries according to
Stanford professor James Fearon\u2019s
peer-reviewed analysis.
\u25aa What is interesting is that none of
these countries are particularly
recognizable as an offshoring centre.
Maybe South Africa, but that only
creeps in at 9th for linguistic diversity.
You\u2019d think that with offshoring and
diversity being such key components
of most companies\u2019 global expansion
strategies, there\u2019d be a more visibly
joined-up approach to both issues.<\/p>\n<\/div>\n\n\n\n

\n

To be fair, two popular outsourcing
locations are India and the Philippines, each
of which ranks quite highly on Fearon\u2019s
lists. But other well-known outsourcing
hubs don\u2019t fare so well. These include
China (155th by ethnicity and 148th by
language), Poland (164th and 178th)
and Vietnam (135th and 122nd).
\u25aa Obviously, a lot of the countries on
Fearon\u2019s lists are riven by conflict, but
others \u2013 such as Togo or Zambia \u2013 are
probably worth a look for big companies
looking to globalize operations without
denting their diversity statistics.<\/p>\n<\/div>\n<\/div>\n\n\n\n

Also, check out our Executive Solutions<\/a> here.<\/p>\n\n\n\n

Quote of the Quarter<\/h2>\n\n\n\n

There\u2019s an awful
lotta conversations.<\/p><\/blockquote>\n\n\n\n

\n
\n

This was said to us (with an eye roll) by a
senior planning professional at a
well-known consumer goods company.
She was referring to the difficulty of getting
anything is done in her heavily matrixed
organization. The reason she was talking
to us at all was because she\u2019d become so
exasperated by her employer\u2019s
crisscrossing reporting lines that she\u2019d
decided to move to another company.
This demonstrates a huge operational risk.
In short, the complexity of the design. Of course,<\/p>\n<\/div>\n\n\n\n

\n

the bigger a company becomes, the more
elaborate its structure will necessarily be.
But too much overthinking and you can
drive the best people away.
The first line of defence here is Talent
Acquisition. By understanding how
organizational design affects the disposition
of employees, TA leaders can help craft
genuinely people-centric structures. These,
in turn, will drive better business outcomes
and higher talent retention rates.<\/p>\n<\/div>\n<\/div>\n\n\n\n

Our complete \u201cResources from Industry Experts<\/a>\u201d is now available here.<\/p>\n\n\n\n

\"There\u2019s<\/figure>\n\n\n\n

Also, check out market insight and intelligence<\/a> from our resources.<\/p>\n\n\n\n

Wordplay<\/strong><\/h2>\n\n\n\n

Like any industry, recruitment has its lexicon of odd words and phrases. The best of these serve to illuminate complex topics; the worst merely confuse and obfuscate.
As for the rest, well, let\u2019s take a closer look…<\/p>\n\n\n\n

\"Like<\/figure>\n\n\n\n

Check out the first part of our series with Arvind Sachdev<\/a> here.<\/p>\n\n\n\n

Iteration<\/strong><\/h2>\n\n\n\n

it\u0259rei\u222b\u0259n
noun<\/p>\n\n\n\n

\n
\n

Time was, you never heard this word
outside of a mathematics seminar. Then,
a few years ago, it slipped into the corporate
conversation as a variant on \u2018version\u2019 or
\u2018case\u2019. Now it\u2019s everywhere. Like Japanese
knotwood. The problem is, it\u2019s usually
used wrongly. The word actually has two
meanings. One is the repetition of a
process. The other is a mathematical
procedure that is adjusted for the
results of a previous application. So a
sentence like \u201cThis is the third iteration of<\/p>\n<\/div>\n\n\n\n

\n

the report\u201d would be wrong \u2013 there\u2019s no
the process being repeated and certainly not
one with learnings applied from previous
applications. Of course, there\u2019s also
iteration\u2019s evil sister \u2018iterative\u2019 \u2013 a word
much beloved by recruiters \u2013 but we\u2019ll
leave that for another newsletter.
In summary, iteration doesn\u2019t mean
version. Version means version.
Let\u2019s use that.<\/p>\n<\/div>\n<\/div>\n\n\n\n

Contact<\/strong><\/h2>\n\n\n\n

To discuss any of the issues raised in this month\u2019s newsletter or to explore how
WhiteCrow Research can help with any of your talent insight and recruitment
needs, please contact us<\/a>.<\/p>\n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

Why diversity stats are less important than you think. A couple of weeks ago, we delivered areport for a major consumer goodsthe company which wanted to know whatits competitors are doing in thediversity space. As one of the world\u2019s leading talentintelligence providers, we do plenty ofsuch reports. But what was unusual aboutthis one was our […]<\/p>\n","protected":false},"author":2,"featured_media":961,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[93],"tags":[77,55,75,80,76,78,82,83,81,46,79],"yoast_head":"\nRedefining Diversity Metrics: Beyond Statistics<\/title>\n<meta name=\"description\" content=\"Unveiling the limitations of diversity stats and embracing the power of experiences for impactful DEI initiatives.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.whitecrowresearch.com\/resources\/2023\/07\/07\/the-whitecrow-whisper\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Redefining Diversity Metrics: Beyond Statistics\" \/>\n<meta property=\"og:description\" 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