Practices and typologies for using organizational data to identify potential leaders for equity, diversity, and inclusion within institutions

Colleges and universities increasingly aim to change their cultures to be more equitable, diverse, and inclusive (EDI). They often pursue large change-management programs that partly aim to canvass their institutions to identify potential EDI leaders and brokers amongfaculty, staff, and organizational units. Organizational data are good resources for EDI canvasses, but they can be difficult to collect, organize, and analyze. Poor data canvasing can forestall EDI canvasses and ultimately change-management programs. To address that problem, we used qualitative coding to iterate a set of data canvasing tools as we conducted EDI change-management programs at a large public university. We present here two typologies and four practices to help canvassers search for, organize, analyze, and interpret organizational data to quickly identify and iterate pools of potential EDI leaders and change agents further supportable as communities of practice.