Diversity Dashboard Example

What is a diversity dashboard?

Diversity dashboards (sometimes called Diversity and Inclusion dashboards, or Diversity, Equity and Inclusion dashboards) help HR teams visualize KPIs that measure the success of their DEI strategy, such as company demographics, gender pay gap and metrics related to company culture.

Examples of diversity dashboards

  1. Diversity and Inclusion dashboard
  2. Gender pay gap
  1. Diversity and Inclusion dashboard

    This dashboard is used by a US-based company to track employee demographics according to race and gender. Trend lines help the HR Director to see how the company demographics are changing over time. She can also see how employee turnover and hiring practices have affected the diversity within the company

    In the top right hand corner she is tracking a metric based on a question included in a company-wide survey related to inclusion. Inclusion is, of course, much harder to measure than diversity, but many People teams see building an inclusive culture as essential to retaining diverse talent. By bringing these metrics, this dashboard is able to provide a more holistic view of the company’s overall D&I outcomes.

  2. Gender pay gap

    This dashboard is used by a UK-based company to visualize metrics related to their Gender Pay Gap. A Gender Pay Gap is the measure of the average difference in salary between men and women, per hour of work. In some countries, companies are required to report on this metric by law.

    The metric takes into account average compensation across the company. This means the existence of a Gender Pay Gap does not necessarily mean that men and women are paid differently for the same work. For example, a Gender Pay Gap may occur if people from one gender generally occupy more senior, well-paid roles and people from another gender generally occupy the more junior, less well-paid roles.

    In this dashboard we can see the average gap in salary between men and women, and how this has changed over time. We can also see the gap in bonuses paid to men and women.

    Alongside the overall pay gap, this dashboard is also reporting on quantitative factors which are likely to explain the Gender Pay Gap, such as difference in gender at each salary band and in each department. It’s also reporting on the factors which are likely to affect the Gender Pay Gap in the future, such as the gender balance for promotions and new hires.

    • Focus area

      Gender pay gap

    • Who looks at it?

      HR team, CEO, Board members, Senior leadership

    • How often?

      at least once per month

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