An increasingly popular and effective way for organizations to measure progress of their DEI initiatives and help employees from underrepresented groups receive needed resources is through self-identification. Self-ID campaigns encourage employees to provide their demographic data, which in turn helps employers identify barriers to employment, advancement, retention, engagement, and inclusion and in some cases, provide needed accommodations.
Through the information collected, organizations are able to allocate necessary resources, form and develop relevant ERGs, adjust benefits, look for areas of bias, and expand targeted recruitment and advancement initiatives. If your organization is looking to run a self-ID campaign for the first time, improve employee participation from previous campaigns, or expand efforts globally, this guide offers best practices to ensure a successful campaign.
