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Diversity, Equity & Inclusion

DEI Dashboard & Insights Agent

ai

Track diversity metrics across hiring, promotion, retention, and pay. Identify disparities, surface trends, and measure inclusion program effectiveness.

Diversity, Equity & InclusionExecutive LeadershipPeople Analytics
100%
Visibility into DEI metrics across all dimensions
5x
Faster DEI reporting vs. manual analysis
30%
Improvement in representation metrics within 18 months
Use Case 1

DEI Reporting and Trend Analysis

Trigger: Quarterly or board reporting cadence

1.Aggregate representation data across all dimensions
2.Track pipeline metrics (hiring, promotion, retention) by demographic
3.Identify statistically significant disparities
4.Measure inclusion program effectiveness
5.Generate board-ready DEI report
6.Recommend specific interventions for identified gaps
✓

Data-driven DEI strategy with measurable progress tracking.

Integrations

HRIS (Workday, ADP)
ATS (for hiring pipeline data)
Survey / Engagement Platform
Analytics / BI Tool

Industries

healthcaretechnologyfinancial-servicesretailmanufacturingprofessional-servicespublic-sectorhospitalityother

See It In Action

A sample conversation with this agent

Give me a DEI snapshot for the organization.

DEI Dashboard (500 employees, data as of March 2026):

Representation:
- Gender: 45% women (up from 42% YoY). Engineering: 32% women (up from 28%).
- Race/Ethnicity: 35% underrepresented minorities. Leadership (Director+): 22% URM (target: 30%).
- Age diversity: Median age 34, range 22-61.

Pipeline Equity:
- Hiring: Women represent 48% of applicants but 42% of hires (slight funnel drop at technical screen stage).
- Promotions: URM promotion rate 12% vs. non-URM 15% (gap narrowing from 18% vs. 15% last year).
- Retention: No statistically significant difference in voluntary turnover by gender or race (positive).

Pay Equity: Gender gap of 3.2% at L4-L5 (see Pay Equity Agent for details).

Priority: The hiring funnel drop for women at the technical screen stage warrants investigation.

Are our inclusion programs actually working?

Program effectiveness analysis:

1. ERG Program (launched 12 months ago): Members show 15% higher engagement scores and 20% lower attrition than non-members. Participation: 35% of eligible employees. Assessment: Working - expand.

2. Inclusive Hiring Training (launched 6 months ago): Early data shows the gender gap in technical screen pass-through narrowed from 12% to 7% post-training. Assessment: Promising - continue monitoring.

3. Mentorship for URM (launched 18 months ago): Mentored URM employees promoted at 16% rate vs. 12% for non-mentored URM. Assessment: Strong impact - scale.

4. Bias Interrupter Workshops (one-time, 9 months ago): No measurable impact on manager behavior metrics. Assessment: One-time workshops don't work - recommend ongoing reinforcement.