The importance of DEI is widely reported. But many organizations fail to implement good diversity and inclusion practices. A DEI dashboard tool can help by allowing you to analyze and visualize your DEI data in a simple way — supporting data-driven decisions to improve inclusion and diversity.

In this article, we’ll dive into 8 steps you can take to build your first DEI dashboard. Let’s get started.

What is a DEI Dashboard?

A DEI dashboard is a tool that provides an easy-to-understand visual representation of the status of your organization’s DEI, through the use of charts, graphs, and other visual representations that can be understood easily.

The diversity dashboard can show the status of your organization’s workforce in different areas, such as religious beliefs, gender, age, sexual orientation, pay, national origin, neurodiversity, and soft skills.

Benefits of a DEI Dashboard

Here are some benefits your organization can enjoy by creating a DEI dashboard:

  • A clear visual representation of the DEI success (or lack of) in your company

Understanding spreadsheets can be time-consuming and challenging. A DEI dashboard provides an easy-to-understand visual representation of data, helping your target audience gain insights into the organization’s DEI performance.

  • Improved decision-making

By providing the executive leadership of your organization with DEI data-driven insights, they can make informed decisions concerning DEI. For example, the DEI dashboard may demonstrate that a lack of diversity in the company is causing high turnover rates. This will bring focus to help find solutions that improve retention.

  • Increased employee engagement

By analyzing your organization’s DEI data, you can identify areas where your employees may be struggling and areas where they are satisfied. Your company can then develop methods to improve engagement.

  • Improved talent management

A DEI dashboard can help you to identify your top employees from disadvantaged, underrepresented and diverse groups, this data can assist companies in providing support to elevate these employees and provide equity and inclusion in the workplace.

  • Reduced risks

The diversity dashboard can help your organization identify and reduce risks such as discrimination and harassment. Moreover, the dashboard can help you adhere to your country’s employment laws. For example, according to the U.S. Equal Employment Opportunity Commission, employers can’t discriminate against employees due to age, gender, religious beliefs, or genetic information.

Before we created a diversity dashboard, we used an annual survey to gather information about how satisfied our employees were. But this survey didn’t give us any data on whether our DEI efforts were successful or not.

Now we can look at our DEI dashboard every week and see if there are any trends over time—are people more satisfied with their work now than they were before? Do certain departments seem to be making more progress than others? This helps us identify where we need to focus our efforts for improvement. Also, it allows us to see what’s working well so we can replicate those successes elsewhere in the organization.

Gauri Manglik, CEO of Instrumentl

Steps to Creating a DEI Dashboard

Each company is at a different stage in its diversity and inclusion journey, and a DEI dashboard can help you monitor your DEI progress, communicate it to your leaders, and implement strategies to improve your progress.

Here are some steps you can follow:

1. Define your DEI dashboard audience

The first step in developing a diversity dashboard is to consider your audience – who will use it and what are their pain points, goals, and priorities? Will it be your stakeholders, external audience, senior leadership team, HR team, or all of them?

For example, if you create a DEI dashboard with your senior leadership in mind, DEI initiatives may get top priority as the dashboard will show the leaders the benefits DEI efforts are bringing to the organization.

A DEI dashboard built for HR teams will help the organization integrate DEI into HR processes, including hiring, succession planning, and managing performance.

We built our DEI dashboard with HR in mind because they were the major user of the data. We wanted to be sure that we hire equitably. Moreover, I conferred with HR to determine which metrics and data would be helpful to include that would move us toward our goals. To have a richer workforce diversity and represent our audience better, we decided to include the following data: gender and sexual orientation, national origin, age, and pay.

Peter Hoopis, CEO at Peter Hoopis Ventures

Once you know your audience, you can create an effective and informative dashboard with easy-to-understand data.

2. Decide on the metrics and data you want to include

There are a number of DEI metrics you can include in your diversity dashboard. The metrics you select will depend on your organization’s long and short-term priorities for DEI. 

Here are some important metrics you can include:

  1. Promotion rate

Promotion rate is invaluable data that can help you understand if there is a trend of discrimination in employee development and promotions. This metric will demonstrate if:

  • You’re offering career advancement fairly for all your workers.
  • There’s a lower promotion rate with a certain group of your workforce.
  • Employees from all backgrounds and groups are advancing to leadership positions.
  1. Employee net promoter score (eNPS)

Employee net promoter score is a DEI metric that can help you understand the level of employee engagement in your organization. To know your organization’s eNPs score, send a survey with one or more questions. Such as:

How would you rate your workplace culture on a scale of 1 to 10?

By sorting the results into different groups, you will get a clear indication of the satisfaction in relation to DEI.

  1. Employee retention

As important as hiring talent from underrepresented groups is retaining them. According to research from Glassdoor, 49% of Hispanic and 47% of Black employees have quit their job after experiencing and witnessing discrimination at work.

  1. Leadership

According to McKinsey, companies with gender diversity in the leadership team are 25% more to have high profits. Unfortunately, only 4% of women of color account for C-suite leaders, and executive teams are headed by men in most organizations.

Leadership data in your DEI dashboard will help you to know the changes you must make.

  1. Budget allocation for DEI activities

DEI initiatives aren’t all about money, but to foster a company culture that prioritizes diversity, funding is required. According to a report by Traliant, 79% of organizations planned to increase their DEI budgets in 2022. 

Budgeting data in your DEI dashboard will help you know how to allocate funding to DEI.

  1. Hiring

Data can clearly show if you’re practicing diverse recruitment, assisting you in hiring candidates of different races, gender identities, religious backgrounds, and sexual orientations.

3. Use Inclusive language in the dashboard

It is important to use inclusive language in your dashboard.

A good tactic would be to ask your black, Asian, international, and Queer employees the terms they’d prefer you to use in the dashboard, helping you to know which labels to avoid and which to use.

4. Select a good dashboard software builder

The next step is deciding on a dashboard software builder that can help you visualize your DEI data in a user-friendly way. Many options include Tableau, Power BI, and Google Data Studio. 

Here are some factors to consider while choosing a dashboard builder:

  • Integrations

In the business world, nothing works in silos. Find software that can integrate with other tools used in your company. For example, use technology that can easily integrate with your HRIS so you can easily import data for your DEI Metrics. 

  • Scalability

The dashboard software should be able to handle the size of your organization. It should also be able to handle the data and users you have.

  • Security

Data is sensitive, and it shouldn’t land in unauthorized hands. Ensure the software you choose has features to help you protect your data.

  • Price of the software

Ensure the dashboard fits into the budget of your organization. 

Tip: To reduce the cost of purchasing new software, assess the solutions you have in your company. Some may have built- in- dashboard functionalities.

We chose Google Data Studio to create a DEI dashboard for our organization, utilizing charts, colors, graphs, tabs, and other visualization elements to make data easy to view and digest. 

This tool makes onboarding dashboard users so much easier. Our company consists of diverse developers, web content writers, and digital marketers. For this reason, we need a DEI dashboard to obtain detailed reports of our diversity metrics, recruitment targets, and goal-attainment progress. With a well-designed and functional DEI dashboard, we’re able to quickly analyze patterns and change our approach as necessary to surpass our diversity targets.

Simon Bacher, CEO of Ling App

5. Ensure ease of use

For your efforts to succeed, ensure the DEI dashboard you create has information and data that’s easy to understand for your target group. Utilize graphs, charts, and colors, to ensure your metrics and data are simple to digest.

This will help reduce numerous calls to the Help Desk. While certain software problems are unavoidable, the goal is to minimize the time spent troubleshooting.

6. Test and launch your dashboard

Once you’ve built your DEI dashboard, test it to ensure it meets your organization’s standards. Some steps to follow are:

  • Test on different devices: Ensure the dashboard is working properly on different devices.
  • Ensure accuracy of the data: Check and verify that the data is up to date and true.
  • Check the visualizations: Test and see if the visualizations you’ve used in your dashboard are easy to understand.
  • Test on different browsers: There are times the dashboard can fail to work on a certain browser. Ensure that it works on different popular browsers such as Chrome, Safari, and Firefox.

After the testing phase, launch it to your audience.

7. Collect feedback and make changes

After launching the dashboard to your users, ask them for feedback. To make it easy to get their feedback, do this:

  • Create a survey: Ask your users questions such as, “How do you feel about the dashboard, did the dashboard help you achieve your goals, what do you think we should improve, and what did you love about the dashboard?”
  • Ask your users to submit feedback after using the dashboard.
  • Create a focus group where you can ask your users questions about their experience.

After getting feedback, use it to make changes to your dashboard, then repeat the above process to see if the dashboard is now helping them achieve their goals.

8. Now use the dashboard to improve DEI

Congratulations. You’ve finished the time-consuming steps of building your dashboard. Now use the dashboard to improve diversity and inclusion in your organization. 

For example, if the DEI dashboard alerts you that the number of female employees is low compared to the number of male employees, you can research what is causing the problem. 

For instance, you may find that female employees aren’t applying to your company because your job descriptions aren’t inclusive. The right hiring tool can help you prevent unconscious bias against women in your job descriptions. Ongig’s Text Analyzer helps to easily find biased words in your job descriptions so you can remove or replace them with more gender-inclusive alternatives.

ongig text analyzer

Lastly, update your DEI data regularly and decide on how you’ll update the data, for example from your ATS and HRIS systems or manually.

Example of a DEI Dashboard

The below example of a DEI dashboard from Geckoboard demonstrates how your DEI dashboard could look:

dei dashboard geckboard

Another example is Buffer’s Diversity Dashboard below:

DEI Dashboard buffer

WHY I WROTE THIS:

Ongig’s mission is to support your commitment to writing inclusive job descriptions with our Text Analyzer software. Book a demo today.

SHOUT-OUTS:

  1. Why is Diversity and Inclusion Important? by (Linkedin)
  2. The U.S. Equal Employment Opportunity Commission (EEOC)  by (EEOC)
  3. Diversity and Inclusion Workforce Survey by (Glassdoor)
  4. Diversity Wins: How Inclusion Matters by (Mckinsey)
  5. How to Build an Effective DEI Program by (Traliant)
  6.  Peter Hoopis CEO & Owner of Peter Hoopis Ventures 
  7. Gauri Manglik, the CEO of Instrumentl 
  8. Simon Bacher the CEO of Ling App

by in Diversity and Inclusion