Advancing diversity, equity, and inclusion is an imperative for Business Leaders but reliable, actionable insights to guide decisions are hard to come by.
“Employee information sitting passively in one or more HR databases is a far cry from actionable insights”– Harvard Business Review
“Inclusion is invisible to those who enjoy it, because inclusion reflects the absence of negative incidents that make one feel excluded. This observation helps us to understand why inclusion is difficult to define, let alone measure.”– Forbes

DE&I ANALYTICS CONSORTIUM

DEI Analytics

Generate faster, deeper, and less-biased insights about DE&I patterns in your organization using data generated by the tools teams use every day.
 

DEI Leader Consortium

Help demystify DE&I measurement, develop benchmarks for key metrics, and shape how these innovate tools can influence new strategies for improving the business impact of DE&I strategies.

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How It Works

 
Empowering leaders with quicker, deeper, and less-biased insights to assess and track the impact of DE&I efforts on business goals.

INSIGHTS WE PROVIDE

 

QUESTIONS WE ADDRESS

  • How inclusive is our organization? Where does tribalism hold back our efforts to be more inclusive and diverse?
  • Do employees from underrepresented groups have less access to leaders that can help launch their careers?
  • What are the organizational dynamics that challenge women and people of color to integrate into our culture? Where are these challenges most acute?
  • What is the demographic makeup of key influencers in our organization and how might that be holding back (or accelerating) our success with DE&I strategies?
  • How mobile is talent from underrepresented groups and what connections can be made to facilitate better movement?

Consortium Member Benefits

Impact

Design targeted strategies that can have real and measurable impact for individuals and teams by using insights that are more reliable and actionable.

Science

Unbiased measures of inclusion based on actual day-to-day work interactions by using AI-based techniques and network science.

Simplicity

No invasive workforce surveys required and minimal effort from HRIS and IT teams to access the required enterprise data.

Networking

Expert advice and peer networking opportunities with other Diversity Leaders from organizations working to influence change.

Capability

New types of data and analytics based on a powerful combination of data science and network science that can enhance existing people analytics capabilities.

Strategies

Use an evidence-based approach to determine what DE&I strategies work and deserve resources.

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There is a better way

Surveys are invasive, time intensive, and notoriously biased for measuring DE&I. Data we use are derived from daily interactions in the work place.

EMAILS & CHATS

The flow of information between individuals and teams.

MEETINGS
 

Virtual or in person gatherings identified in digital calendars.

TIME
 

Time with peers, managers, subordinates, and team members.

PEOPLE & ORGANIZATION

Data about individuals, roles, teams, and organization structures.

Using data science, we uncover unique insights to assess and track the impact of DE&I efforts on business goals...
Microsoft 365 Metadata                 +

HCM Data From

…And More
leading to deep and actionable insights to address challenging DE&I issues.

ABOUT US

 

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