DEI Dashboard

Board of Directors and EEO-1 Tracker Dashboards

View these free DEI Dashboards to see summaries and trends of the diversity and disclosures of the Board of Directors at S&P 500 companies, in addition to which S&P 500 companies have disclosed their EEO-1 data since 2014 and compare gender and race/ethnicity by job level.

View them here!

What are DEI Dashboards and How Can They Help Your Organization?

In the past few decades, companies and brands have been leading the way towards a more inclusive and equitable future. This has become increasingly important to modern consumers, and both the private and public sectors have been taking steps to meet this growing demand.

One way in which these brands can achieve their goals is through the use of DEI Dashboards: analytical tools that allow companies to track and analyze their diversity, equity, and inclusion metrics and create a DEI database. The DEI dashboard is an interactive tool that displays real-time DEI data using visual representations and charts. It is an essential tool for companies looking to increase transparency and accountability in their DEI efforts. The dashboard allows companies to dive into diversity data to get a deeper understanding of their current level of diversity and identify potential issues with diversity and inclusion. But what is DEI data, and how can it be used?

DEI data analytics is a process of collecting, measuring, analyzing, and reporting data on diversity, equity, and inclusion within a company. DEI analysis can provide valuable insight into how well a company is doing in achieving its diversity and inclusion goals and targets. Using DEI benchmarks, companies can measure their progress and identify areas for improvement, such as lack of diversity within their selection committees, potential employees, and current employee demographics. DEI data collection can also help companies and organizations identify developmental opportunities for their employees and create inclusive employee lifecycle practices to increase employee engagement and satisfaction. 

DEI Metrics

DEI metrics are essential for companies looking to take a data-driven approach to their DEI efforts. These diversity metrics provide valuable insights into how well a company is doing in achieving its diversity and inclusion goals. These metrics measure various aspects of diversity, such as gender, race, ethnicity, sexual orientation, disability status, and veteran status.

Some DEI metric examples that organizations may track include representation in hiring, promotion rates, employee satisfaction, and engagement levels. Diversity and inclusion metrics examples are not limited to these, and companies can choose to track any metrics that are relevant to their specific goals. Companies can use these DEI metrics to identify areas for improvement, track their progress over time, and hold themselves accountable for their diversity and inclusion efforts.

DEI metrics can also incorporate machine learning technology to identify patterns or anomalies that might be hard to spot otherwise. Machine learning solutions can derive insights from employee data such as demographics, performance, and employee feedback.

DEI metrics are critical for companies looking to create inclusive workplaces and make progress on their diversity and inclusion goals. By collecting and analyzing data on diversity, equity, and inclusion, companies can gain valuable insights and improve their approach to creating a more equitable workplace.

What are Good Diversity Metrics?

Hopefully you now understand what are metrics for diversity and inclusion and what are some common DEI metrics. But there’s a difference between what are metrics for DEI and what are good diversity metrics to track.

One important metric is representation. Companies should track the demographics of their workforce, including gender, race/ethnicity, and age. This can help identify any lack of diversity in the organization and determine where to focus efforts to increase diversity hiring and retention.

Another important metric is the employee engagement level. Companies should track how engaged their employees are with the organization’s mission and values, how satisfied they are with their work and work conditions, and how much they feel included in the company culture. This can help identify any issues with DEI and provide valuable insights into how to improve employee retention and satisfaction rates.

DEI training is also an important metric. Companies should track the number of employees who complete DEI training programs, who attend DEI-related events, or who receive DEI mentoring or sponsorship. This can help determine the effectiveness of the DEI training programs and identify any areas needing additional support.

Finally, promotion rates should be tracked, especially among traditionally underrepresented groups. Companies should ensure that they have a level playing field for promotions and advancement opportunities and track promotion rates by demographic groups to ensure equity in career advancement.

In summary, good diversity metrics include representation, employee engagement, DEI training, and promotion rates. Tracking these metrics can help companies establish a strong DEI program and make meaningful progress towards creating a more diverse and inclusive workplace.

If you’re wondering how to measure DEI metrics, read on!

Diversity KPIs

Diversity KPIs can help to monitor progress and determine which specific areas require improvement in order to create a more inclusive environment.

One example of a diversity KPI is tracking the number of job applicants from diverse backgrounds. This can include those from underrepresented communities and marginalized groups, such as those with disabilities or members of the LGBTQ+ community. Keeping track of this metric can help identify any barriers to entry that may exist and indicate where HR teams may need to focus their attention to encourage more diverse applications.

Another essential KPI is to track the diversity of a company’s employee population. Demographic data such as gender, ethnicity, age, and socio-economic status should be collected to give businesses a clear picture of the level of diversity within their organization. This can prompt initiatives such as unconscious bias training and increasing recruitment of underrepresented groups to help close any gaps.

The inclusion of diverse perspectives in decision-making is an important factor in creating an inclusive and sustainable culture. Therefore, measuring diversity within selection committees is a valuable KPI. This ensures that diverse voices are presented in all levels of decision-making, reducing the risk of a homogeneous culture.

Companies can use the above diversity KPIs examples and customize unique diversity KPIs per their organization’s goals towards a more diverse and inclusive culture.

Diversity, Equity, and Inclusion

What does DEI mean? Diversity, equity, and inclusion (DEI) are concepts that have gained widespread recognition in recent years. These terms are often used interchangeably, but they each represent an important aspect of creating a more equitable and inclusive society. DEI is about recognizing and valuing the differences between people, creating opportunities for all individuals to reach their full potential, and fostering a sense of belonging within a community.

Diversity refers to the differences between people, such as race, gender, sexual orientation, age, religion, ability, and socio-economic status. It encompasses a wide range of characteristics and experiences that make each person unique. Equity, on the other hand, is about ensuring that everyone has access to the same opportunities and resources, regardless of their background or identity. Inclusion is the practice of actively seeking out and valuing diverse perspectives and creating an environment in which everyone feels welcome and included.

In the workplace, DEI is essential for creating a culture of fairness and respect. Companies that prioritize DEI are more likely to attract and retain top talent, foster innovation, and ultimately, achieve greater success. However, measuring DEI success can be challenging. There are various ways to measure diversity within an organization, such as tracking the demographic makeup of employees, analyzing promotion and hiring rates, and monitoring employee engagement and turnover.

Measuring equity and inclusion, however, is more difficult. One way to assess equity is to examine whether employees from different backgrounds have equal access to resources, such as training and development opportunities and salary. To measure inclusion, companies can conduct surveys to assess how connected employees feel to the organization and whether they feel valued and respected in the workplace.

You may ask yourself, how do you measure diversity, and more specifically, how do you measure DE&I success? In measuring DEI success, it is important to remember that numbers are just one piece of the puzzle. Creating a truly equitable and inclusive environment requires ongoing effort and a commitment to continuous improvement. This means actively seeking out and addressing any barriers to diversity, equity, and inclusion in the workplace that may exist, such as unconscious bias or a lack of opportunities for certain groups. It also means celebrating success and recognizing the value of a diverse workforce. Ultimately, DEI is about creating a workplace where everyone feels valued and has the opportunity to succeed, regardless of their background or identity. 

DEI Dashboard

Which brings us back to the main question: what is a diversity dashboard? A DEI metrics dashboard is a tool used by organizations to track and measure their progress towards creating a more diverse, equitable, and inclusive workplace. It allows companies to visualize and analyze DEI data in real-time, making it easier for them to identify areas for improvement and track the impact of their DEI initiatives.

An inclusion dashboard, on the other hand, focuses on measuring the sense of inclusion felt by employees. It can collect data on employee engagement, satisfaction, and feelings of belonging in the workplace. In addition, an inclusion dashboard can also track other aspects of diversity, such as employees’ sexual orientation, disability status, and veteran status.

Many DEI scorecards or metrics dashboards are available, each with their own unique features and data. For example, the DEI Index is a comprehensive benchmarking tool that assesses a company’s DEI practices and policies based on various metrics, including workforce diversity, supplier diversity, community engagement, and social responsibility. DEI dashboard examples include the DEI Dashboard provided by DiversIQ, the only research firm focused solely on DEI data, which displays data on employee engagement, inclusion, and leadership.

A DEI dashboard can help companies identify areas where they may be lacking in diversity, equity, and inclusion, allowing them to implement targeted strategies to address these gaps. It helps organizations stay on track with their DEI goals, ensuring that they meet regulatory requirements and promote a culture of diversity and inclusion. A DEI dashboard is an essential tool for companies looking to create a more diverse, equitable, and inclusive workplace. Connect with our experts today to get help building yours!