Diversity Analytics Case Studies
Case Study 1: Global Technology
A global technology company was struggling to increase the female population of their workforce. After three years, the gender split of their workforce composition remained unchanged.
Using the planning process presented in our diversity strategy planning guide and with the assistance of Numerical Insights LLC, this technology company set realistic goals and targets justified by the internal and external data available.
Within two years, they successfully met their goals by adhering to the clearly defined action plan and by communicating that plan to all Human Resource team members and internal hiring managers.
Case Study 2: Transparent Explanation of Gender Pay Gap
A Canadian technology company, with a presence in the United Kingdom, wanted to determine its “gender pay gap” as defined by the UK reporting mandate. Further, for the gap that existed, it wanted to provide its employees with full transparency of the results and drivers.
Numerical Insights LLC assessed the gender pay gap for this company’s largest workforce, the Canadian employee base. Statistical tests were conducted to determine the drivers of the pay gap in addition to testing the fairness of promotions, hiring and performance reviews.
The CEO of this technology company presented the results to all employees and made the results publicly available online in their Corporate Social Responsibility Report.
Analytics for a diverse talent pipeline
While many companies have good intentions when it comes to increasing diversity, most have struggled to make a difference over the past few years. The key to meeting your diversity targets is to understand the underlying patterns in your organization.
We use analytics to understand these patterns. We then educate you on where you can make the fastest difference in the composition of your workforce. We work with you to set realistic diversity goals and action plans.
The topic of diversity receives a large amount of attention. Much of that attention is a misunderstanding of how to interpret diversity data. The reporting of the gender pay gap is one of those misunderstandings.
We use statistical methods to test for fairness in the hiring process, promotions, performance reviews and salary bands. We also examine the differences in how different employee groups answer feedback surveys.
Use statistical data to mitigate potential legal action
Enhance the effectiveness of your diversity efforts
Monitor ongoing progress
Added challenges for STEM companies
STEM companies are under public attack for a lack of female employees. But sometimes, what appears to be a gender issue is being driven by something else. We’ve worked with several big-name clients to explain the real factors behind a perceived gender bias. Using statistical techniques, we can provide a robust analysis and create a fully-transparent report that you can release to your employees and the public.
Whether you work in Human Resources, a corporate legal function, supply chain, finance or operations, all functional areas should align their goals with the overall business strategy.
The same advice applies to those that lead diversity teams and initiatives.
What is the overall corporate goal for diversity?
How do HR and other functional areas contribute to the success of achieving that goal?
Who is accountable for the success of planned diversity action plans?
What are realistic timelines for completion of the planned initiatives?
Corporate Social Responsibility reports
Ms. Smith has helped clients tell the story of their gender pay gap reporting and Corporate Social Responsibility (CSR) reporting. By the nature of the formulas being reported, technology and STEM-based companies will have a substantial gap. At Numerical Insights, we use statistical processes to clearly explain why those gaps exist and in doing so, providing companies with the ability to be transparent with their employees on this topic.
Ms. Smith has also assisted companies with the calculations associated with adverse impact analysis. In large companies especially, the rapid change of needed skill sets sometimes makes a job role or area of the company redundant. We help companies conduct an impact analysis to determine whether any specific employee group will be adversely affected.