By: Keli Wilson
A barrier analysis is an important evaluation and provides useful insights for agencies to act on (e.g., highlight DEIA progress, identify organizational barriers). If you are new to conducting barrier analysis work or would like to understand other perspectives on this process, DCI offers a four-step approach as a framework. This framework can be adopted to diagnose root cause issues and prescribe evidence-based practices towards a more equitable workplace.
- Identify a Labor Force Benchmark for Workforce Representation Comparison.
To understand whether underrepresentation exists for any group of interest, an availability statistic representing people with requisite skills in a recruitable geographical location is a first step. Once this labor force benchmark is identified, for each job or analysis group, then a comparison between current workforce representation and labor force benchmark percentages may be performed. - Conduct Diversity Diagnostic Analytics.
A variety of quantitative analysis approaches are available to leverage, pending what employment practice areas are of focus (e.g., employment applications, hiring decisions, promotions, attrition, professional development programs, pay and compensation.). For example, selection outcomes may be reviewed to understand if a protected group is being screened out at a disproportionate rate to other protected groups. A barrier, or flag, may be identified with statistical and practical significance thresholds. - Review Policies, Procedures, and Employee Perceptions.
A qualitative study of policies, procedures, and practices is another method to understand systemic concerns or bias issues that can stem from misuse, misunderstanding, or lack of oversight. In addition, coupling this review with employee perceptions of fairness, experiences, and attitudes can provide invaluable first-hand information. - Develop a Roadmap of Change for Addressing Equal Opportunity Barriers.
To mitigate risk and scrutiny, an action-oriented step should be based on legal decisions and judgments, as well as empirical research articles with evidence-based findings.
As it gets closer to the February 28 filing deadline, stay connected with DCI for information on training and educational resources.
