Filter your people data using Diversity, Equity, and Inclusion metrics to determine where your company stands.
Organizations have always had a moral, ethical (and now even legal) obligation to hire and treat employees fairly, to offer equal opportunities for growth, and to promote a culture of acceptance and support. But even with the best intentions, there is often no clear way to measure whether companies actually succeed in doing so. The DE&I dashboard allows you to examine company trends in the areas of diversity, equality and inclusion; then spot where your company excels and where improvements are necessary.
Get the most out of Bob
The Dashboards page and the DE&I page can both be used to retrieve data about diversity, equality and inclusion. So what sets apart the DE&I page? In the DE&I dashboard, you can choose one dimension (age, gender, ethnicity) which will simultaneously be applied to all the widgets on the page, giving you a holistic view of trends, side by side. (In addition, you can always see a more detailed view by clicking on any specific widget).
How to use DE&I analytics page
- From the left menu, select Analytics > DE&I.There are 3 default metrics that will appear at the top, under Diversity Breakdown. These numbers represent the headcount of the current day:
- By Gender
- By Age
- By Ethnicity
- Click the calendar icon to choose a time period. Month range will allow you to customize your Start month and End month, while Preset will offer options for different time ranges.
- Click the Grouped by dropdown to filter people data via age, gender or ethnicity or by any dimension added by the admin. The moment you choose one of these dimensions, all the widgets displayed in the DE&I dashboard will be filtered with the chosen dimension.
Note: You can always click on any specific widget and edit the filters to create a more granular analysis. See Configure dashboard widgets.Example of Gender and Salary gaps
Diana is the Financial Director at her company. She wants to analyze the salary pay gap among men and women, by department, over the last year. The data will help her determine whether men and women are earning more, less, or the same salary in different areas of the company.
- From the left menu, select Analytics > DE&I.
- Click the calendar > Preset and choose Last 12 months.
- Click the Grouped by dropdown and select Gender.
- The default option filters salary by site. Click the 3 dot menu to edit the widget settings.
Based on these results, Diana sees that across many departments, men are earning more money than women. This pay gap is particularly large in Human Resources and Research & Development. The departments where the salary has the smallest pay gap is Development. These results can now be analyzed; what are the causes and how can this be corrected?
Diana researches the situation and discovers that 7 women went on maternity leave in R&D and this may have affected an opportunity to receive a salary increase. Diana speaks to HR to make hours more flexible to mothers and give them a more fair opportunity to work and receive salary increases.Example of Promotion rate and Age distribution
Mark is the People and Culture manager at his company. He wants to analyze the promotion rate of different aged people, by site, from specifically 01/01/2022 – 31/12/2022. The data will help him determine whether age affects the rate at which people are being promoted in the company, at different geographic regions.
- From the left menu, select Analytics > DE&I.
- Click the calendar > Month range and fill out your specific date via Start month and End month; in this case 01/01/2022 – 31/12/2022.
- Click the Grouped by dropdown and select Age.
- The default option filters salary by site. Click the 3 dot menu, then Widget settings.
- Under X axis click the dropdown and in the search bar enter Site (alternately click Work > Site.
Based on these results, Mark sees that across both sites, London and Tel Aviv, promotion rates are not distributed equally. In London the rate at which 27-35-yr-olds are being promoted is almost double that of 36-45-yr-olds. In Tel Aviv those under 18-yrs-old have the highest promotion rate. These results can now be analyzed; Is it ageism or another cause?
Mark discovers that in Tel Aviv, there is an intern program and almost all interns get promoted after their first year of training and completion of a high school degree. While in London, Two 36-45-yr-olds employees left the company in the past 12 months, and so there was no opportunity to offer promotions. This was the cause of the discrepancy and it was not due to ageism.
And that's it! Now you know how to use the DE&I dashboard to filter your company's people data and examine company trends in the areas of diversity, equality and inclusion.