Tag: DEI

Do No Harm Guide: Crafting Equitable Data Narratives

Mary Pat Campbell

Link: https://www.urban.org/research/publication/do-no-harm-guide-crafting-equitable-data-narratives

Graphic:

Excerpt:

KEY FINDINGS

The authors of the 12 essays in this guide work through how to include equity at every step of the data collection and analysis process. They recommend that data practitioners consider the following:

  1. Community engagement is necessary. Often, data practitioners take their population of interest as subjects and data points, not individuals and people. But not every person has the same history with research, nor do all people need the same protections. Data practitioners should understand who they are working with and what they need.
  2. Who is not included in the data can be just as important as who is. Most equitable data work emphasizes understanding and caring for the people in the study. But for data narratives to truly have an equitable framing, it is just as important to question who is left out and how that exclusion may benefit some groups while disadvantaging others.
  3. Conventional methods may not be the best methods. Just as it is important for data practitioners to understand who they are working with, it is also important for them to question how they are approaching the work. While social sciences tend to emphasize rigorous, randomized studies, these methods may not be the best methods for every situation. Working with community members can help practitioners create more equitable and effective research designs.

By taking time to deeply consider how we frame our data work—the definitions, questions, methods, icons, and word choices—we can create better results. As the field undertakes these new frontiers, data practitioners, researchers, policymakers, and advocates should keep front of mind who they include, how they work, and what they choose to show.

Author(s):

(editors) Jonathan Schwabish,
Alice Feng,
Wesley Jenkins

Publication Date: 16 Feb 2024

Publication Site: Urban Institute

Life Insurance Has an Inclusivity Problem

Mary Pat Campbell

Link: https://www.thinkadvisor.com/2022/06/10/life-insurance-has-an-inclusivity-problem/

Excerpt:

Modern underwriting approaches and distribution methods, often spearheaded by insurtech companies, unlock unique, data-driven insights that enable the industry to understand who they’re serving well — and where they fall short.

The industry can use these insights to adopt a more personalized, progressive approach to product design, underwriting, and distribution to reach specific populations with coverage options and pricing that suits their unique needs.

For the LGBTQ+ community, historical rules and underwriting approaches around mental health could make coverage unattainable or unaffordable.

For example, while our survey didn’t ask respondents about treatment for mental health, the cost of health care in general was a primary concern for nearly 70% of respondents.

A study published in the National Library of Medicine found that LGBTQ+ people used mental health services at 2.5 times higher rates than heterosexual or cisgender individuals.

Additionally, studies have found that they are two and a half times more likely to experience depression, anxiety, and substance abuse — items that are all considered in the underwriting process for life insurance.

Since many in the LGBTQ+ community struggle with mental health concerns, we must find better ways to understand the situation and evaluate the risk holistically.

Author(s): Jeremy Bill

Publication Date: 10 Jun 2022

Publication Site: Think Advisor

CalSTRS Plans to Redefine ‘Diverse Managers’ and ‘Emerging Managers,’ in Accordance With New California Law

Mary Pat Campbell

Link: https://www.ai-cio.com/news/calstrs-plans-to-redefine-diverse-managers-and-emerging-managers-in-accordance-with-new-california-law/

Excerpt:

The California State Teachers’ Retirement System is now planning to formally define the term “diverse manager” and adjust their definition of “emerging manager.” Though the two categories overlap, they are not identical.

The term “emerging manager” is based on the following criteria, according to CalSTRS: “the amount of assets under management; fund lifecycle of funds; firm legal structure; non-employee ownership percentage; and other various factors including track record, private placement memorandum.”

The term “diverse manager” will refer exclusively to the diversity of the firm’s ownership. The term will be defined in a tiered way such that if a firm is 25% to 49% owned by women, ethnic minorities, and/or LGBTQ individuals, it will be labeled as “substantially diverse.” A firm would be labeled as “majority diverse” if it is more than 50% owned by women, ethnic minorities, and/or LGBTQ people. Ethnic minorities include all non-white groups listed on the census.

Author(s): Anna Gordon

Publication Date: 4 May 2022

Publication Site: ai-CIO