Fundamentally, people analytics is about using research and data to reduce the mistakes of human bias. Consistently collecting and analyzing workplace data is an important step in removing bias from your organization.
Today's businesses need to focus on not only monitoring hiring metrics, but also effectively analyzing diversity reporting to make meaningful changes. People analytics software can help eliminate human bias and provide enterprises with the data they need to create programs and policies to support sustainable workplace diversity and inclusion.
There is no better example of this than what I’m seeing some of our customers do today. They are using One Model to build powerful visuals to track and communicate their progress in order to increase workplace inclusion at every step and build an enduring diversity-rich strategy. Journey with me as I show you some of the cool things our customers are doing.
Over the past few years, we've seen a huge push to prioritize tracking female representation in the workplace. In fact, there were 74 female CEOs employed at America's 500 highest-grossing companies as of March 2022 — up from 41 in June 2021 and 7 in 2002.
One Model is allowing enterprises to both better report on their data and also more easily track and monitor changes, determine key KPIs, and see how improvements they’re making internally are affecting the data.
One such example includes a 2022 Fortune 500 Company X (name anonymized), who used One Model’s people analytics software to set measurable goals for tracking female representation, diversity slate candidates, interviewer diversity, and more.
Company X set an aspirational goal to have 50% female representation by 2025, then used the One Model dashboard to set periodic goals, track performance, and benchmark its growth path.
The dashboard allowed Company X to monitor its year-end AIP target, current female representation, deficiencies, and drivers. It also allowed them to answer important questions, including:
One Model would like to help companies take the above approach a step further by breaking down their analysis by grade level to ensure women and diverse racial and ethnic groups are being represented beyond entry-level positions in their organization roles at the level of manager, director, vice president, and beyond. Seeing where their organization currently stands in comparison to their diversity goals while simultaneously analyzing local and national diverse candidate pool availability can allow them to put in place concrete and practical recruiting, hiring, and talent management strategies. These strategies begin to break the cycle of diversity decreasing as grade level increases.
Workplaces can only move the needle if they make diversity reporting and change a strategic priority. With One Model, enterprises can set clear periodic goals and performance measures, benchmark progress, and ultimately make long-term changes. By bringing diversity data to light, businesses can make sure that everyone has an equal opportunity to succeed.
Would you like to see these diversity dashboards in action? |