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When I talk to organizations about how to understand their work better and use what they learn to make improvements, the topic of disaggregated data often comes up. It’s about collecting enough information about the diverse groups that you work with to know who you’re reaching, whose lives you’re improving, and where there might be opportunities to remove barriers or deliver services in a way that works better for people experiencing different barriers. I raise the idea of asking for identity-based data with (usually white, cis-female) non-profit staff and the majority immediately express some resistance. It’s true for the leaders and often even more true for the front line staff. They are worried that asking people about their identity is disrespectful, unnecessary, or even potentially harmful, and they worry that people will be mad that they asked. The problem is, the systems we work in are racist and if we don’t understand how our work reinforces these systems, we can’t do better. The resistance comes from not fully understanding why we’re collecting the data, how to collect it, or how we’ll use it. Good scripts or talking points and a little practice can make the process more comfortable. So can acknowledging the difference between extractive data collection and meaningful data collection. With appropriate consent, intentional use, and transparent communication, disaggregated data can make a difference in your organization, have more equitable outcomes in the community, and provide evidence to advocate for system change. Knowledge is power.
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