Overview
Diverse teams are more innovative because they can attack complex problems from different directions. The metrics in the Diversity Chapter currently center around age and gender diversity in your organization and teams.
Access the Diversity Chapter
You can access the Stories page through the link in the global navigation bar at the top of every page. You can also use the search box to find a specific metric or story chapter.
The top of the Stories page will display all the available Chapters so you can click the one you want to see.
Diversity metrics
Overview metrics
Overview metrics
Diversity overview metrics are metrics you should be able to see at a glance. Metrics are now in textual form. By clicking bolded text or the avatars, a list with names, teams/locations, and the date of starting/leaving will appear.
⏳ Overview metrics are not affected by the time filter.
Metrics included:
Median age
Median age of all employees in the organization.
Women
Percentage of women in the organization.
Women in leadership
Percentage of women in leadership positions.
Nationality
Different nationalities among employees.
Workforce Essentials
Age distribution
Age distribution
A metric within the Diversity story chapter.
Definition
Age Distribution is one of the metrics that explain the element of diversity in a company and it shows which percentage of employees belong to which age group.
Insight to
It can help identify demographic risks the firm faces with retiring and ageing employees. If they're difficult to replace the organization faces capacity or productivity risk.
How we calculate this
Age Distribution(T) = Distribution(Employee Age for each Employee working at time T)
The proportion of employees in successive age groups out of all employees in your company.
Source data
Extracted from HRIS:
Employees age
Employees employment start date
Employees employment start date
🚑 Problem with source data? See Data Health 101 for remedies.
Available filters - slice and dice your data by one or multiple filters
Department
Division
Employment type
Location
Manager
Role
Team
Toolbar
Timeline (historical) and Breakdown (sum total) graph view
Percentage and Absolute numbers
Customizable Time filter
Group by available filters
Sort by: Value, Alphabetically, Ascending, Descending
Table View, Employee View and Targets
Are not currently available for this metric
Download
Download metric graph as PNG and SVG, or metric data (with filters applied) as CSV file
Gender distribution
Gender distribution
A metric within the Diversity story chapter.
Definition
Gender distribution is one of the most basic metrics that explain the simple element of diversity in a company. You should use gender distribution with different filters to explore the share of women in managerial roles and various other departments. Explore historical trends to note any changes in gender distribution as your company grows and develops.
Insight to
It indicates changes in gender distribution as your company grows and develops. Use gender distribution with different filters to explore the share of women in managerial roles and various other departments.
How we calculate this
Gender Distribution(T) = Distribution(Employee Gender for each Employee working at time T)
The proportion of employees identifying as a certain gender out of all employees in your company.
Source data
Extracted from HRIS:
Employee’s gender
Employee’s employment start date
Employee’s employment end date
🚑 Problem with source data? See Data Health 101 for remedies.
Available filters - slice and dice your data by one or multiple filters
Age
Department
Division
Employment type
Race/Ethnicity
Generation
Location
Manager
Role
Team
Tenure
Toolbar
Timeline (historical) and Breakdown (sum total) graph view
Percentage and Absolute numbers
Customizable Time filter
Group by available filters
Sort by: Value, Alphabetically, Ascending, Descending
Table View, Employee View and Targets
Are not currently available for this metric
Download
Download metric graph as PNG and SVG, or metric data (with filters applied) as CSV file
Women in Leadership
Women in Leadership
A metric within the Diversity story chapter.
Definition
Women in Leadership metric helps you track the representation of women in different levels of management. Frontline managers manage individual contributors, Middle managers lead frontline managers while top management has strategic responsibility and leads mid-managers.
Insight to
To get a closer perspective on diversity in your company you want to explore whether you have an even spread of women in leadership positions relative to their overall representation in the company.
How we calculate this
Women in Leadership Distribution(T) = Distribution(Female Employees per Management Level out of Total Headcount at time T)
Source data
Extracted from HRIS:
Employee’s gender
Employee’s employment start date
Employees employment end date
🚑 Problem with source data? See Data Health 101 for remedies.
Available filters - slice and dice your data by one or multiple filters
Department
Division
Location
Team
Toolbar
Timeline (historical) and Breakdown (sum total) graph view
Percentage and Absolute numbers
Customizable Time filter
Group by available filters
Sort by: Value, Alphabetically, Ascending, Descending
Table View, Employee View and Targets
Are not currently available for this metric
Download
Download metric graph as PNG and SVG, or metric data (with filters applied) as CSV file
Ethnic Distribution
Ethnic Distribution
A metric within the Diversity story chapter.
Definition
Ethnic Distribution indicates the level of diversity in race and culture.
Insight to
Leadership ethnic and cultural diversity is correlated with profitability and therefore should be observed and correlated with the financial performance of the organization.
How we calculate this
Ethnic Distribution(T) = Distribution(Employee Ethnicity for each Employee working at time T)
Source data
Extracted from HRIS:
🚑 Problem with source data? See Data Health 101 for remedies.
Available filters - slice and dice your data by one or multiple filters
Department
Division
Employment type
Location
Manager
Role
Team
Toolbar
Timeline (historical) and Breakdown (sum total) graph view
Percentage and Absolute numbers
Customizable Time filter
Group by available filters
Sort by: Value, Alphabetically, Ascending, Descending
Table View, Employee View and Targets
Are not currently available for this metric
Download
Download metric graph as PNG and SVG, or metric data (with filters applied) as CSV file
Women Attrition Rate
Women Attrition Rate
A metric within the Diversity story chapter.
Definition
Women Attrition Rate metric helps you track the relationship of women who left the organization compared to the entire workforce and to women representation in the organizational headcount.
Insight to
To get a closer perspective on diversity in your company you want to explore closed the attrition rate of women relative to their overall representation in the company. This can indicate whether you are progressing towards your DEI objectives or still struggle to retain women despite the efforts invested in the hiring process to diversify. Also, pay attention to the job levels from which women usually leave the most.
How we calculate this
Count female employees leaving the company (voluntary and involuntary) for a given period. The Women Attrition Rate has two different calculations:
The first one is calculated by dividing the number of female employees who left the company in a given period by the average headcount number of employees for the same period.
The second one is calculated by dividing the number of female employees who left the company in a given period by the average headcount number of female employees for the same period.
The average number of employees is calculated by summing the headcounts at the start and the end of the selected time period and dividing by 2.
Source data
Extracted from HRIS.
🚑 Problem with source data? See Data Health 101 for remedies.
Available filters - slice and dice your data by one or multiple filters
Age
Department
Division
Employment type
Race/Ethnicity
Gender
Generation
Location
Manager
Role
Team
Tenure
Toolbar
Timeline (historical) and Breakdown (sum total) graph view
Percentage and Absolute numbers
Customizable Time filter
Group by available filters
Sort by: Value, Alphabetically, Ascending, Descending
Table View, Employee View and Targets
Are not currently available for this metric
Download
Download metric graph as PNG and SVG, or metric data (with filters applied) as CSV file
Source of Metrics
Metrics for the Diversity chapter are extracted from your HRIS.
The metrics will only show up if you connected the required external data sources to your People Analytics account. If the data required to construct a specific metric is missing, a placeholder is displayed instead:
☝️ Example of a placeholder pointing out a missing metric
If you need help, follow the instructions to connect external data sources to your People Analytics account.
🚑 To get accurate and reliable metrics and filters, make sure your source data is in good shape. See more in the Data Health 101 guide.
Count female employees leaving the company (voluntary and involuntary) for a given period. The Women Attrition Rate has two different calculations:
The first one is calculated by dividing the number of female employees who left the company in a given period by the average headcount number of employees for the same period.
The second one is calculated by dividing the number of female employees who left the company in a given period by the average headcount number of female employees for the same period.
The average number of employees is calculated by summing the headcounts at the start and the end of the selected time period and dividing by 2.
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