'Numbers take us only so far': Facebook's global director of diversity explains why stats alone won't solve the problem of organizational bias

Organizations need to understand and acknowledge that it is reasonable for minority or marginalized employees to be wary about bias in hiring and promoting scenarios. Firms should discover ways to provide those employees with greater support. Many organizations are using people analytics, which focuses on moving from 'gut' decisions to information-driven ones. This requires greater sampling; organizations can supplement small samples by using sector/industry data and learning from the experiences of other companies. They can also learn from their own employees and their experiences, obtaining crucial qualitative information.