Event Recap: How to Leverage Data Science for Greater Diversity, Equity and Inclusion

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The global economy is standing at a dangerous precipice, just years away from running out of qualified talent. Across G20 countries alone, the failure to reskill the workforce to meet the demands of the new technological era puts $11.5 trillion dollars in potential GDP growth at risk. And that’s just the economic cost. The impact on humans is infinitely worse.

On April 28, 2021, Censia CEO Joanna Riley joined numerous other leaders at the SAP Women in Data Science Conference (watch the replay here) to discuss how companies can leverage data science to create greater diversity, equity and inclusion. 

Here’s Censia’s angle on the matter: 

Dirty talent data, combined with subjective keyword search and unconscious bias, is preventing companies from making equitable, data-driven talent decisions. This amplifies existing workplace bias and inequity and keeps people from realizing their full potential. To combat this phenomenon, Censia developed a technology platform that uses ethical system intelligence to collect and clean talent data and deliver it into existing enterprise software via API. 

Censia’s talent intelligence technology actively gathers billions of data points on millions of workers and thousands of companies and applies system intelligence in order to clean, organize, structure, and derive meaningful and actionable insights. This multidimensional perspective on talent gives companies insight into the true potential of an individual and the workforce as a whole while mitigating the systemic biases that regularly affect more than 60% of the workforce

One of the most tangible applications of talent intelligence is its ability to reveal the high-potential but hidden figures of the workforce. It is well documented that women put 40% fewer keywords on their resumés, making them less likely to be found through keyword search. Women, especially women of color, also receive fewer promotions than their counterparts, so while they have the same levels of experience and skills, the fact that their title does not reflect this also excludes them in keyword searches. Using talent intelligence, candidates are identified based on their skills and capabilities, giving companies more access to qualified and diverse talent than ever before, as well as insight into the skills gap and diversity gaps in their organization. 

Disruptive technology won’t change the world unless people use it. Censia was aware that breaking into the $1T talent industry would be a challenge due to a large number of competing products and tool fatigue on the part of the customer. Rather than investing heavily in building out complex front-end products, Censia delivers its talent intelligence through a headless API

Further Reading

How to Get more Women into your Leadership Pipeline

Women in the Workplace: How to Get More Women into your Leadership Pipeline

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5 Ways AI is Transforming HR and Recruiting

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Regulating Algorithms Won’t End Hiring Bias. This Will.

Read more

About the author

Joanna Riley
By Joanna Riley
CEO and Co-Founder of Censia. Joanna Riley is a seasoned entrepreneur and passionate advocate for diversity in technology.