Diversity, Equity and Inclusion at a company
Embedded Files
Scenario
Scenario
This data is of a fictitious company, containing 10,000 employees used to measure diversity and inclusion.
Analysis Tools
Analysis Tools
For analysis and visualization purposes, I used R and Tableau in this project.
Ask
Ask
Business task
Using the data to explore different areas where the company is diverse, inclusive or not.
Sample business questions:
1- Is there adequate representation of diverse backgrounds and identities in the company?
2- Does the recruitment process promote diversity?
3- Does the company support employees from different cultural backgrounds?
4- Are opportunities for advancement equally accessible to all employees?
5- Are company policies applied fairly to all employees?
6- Do employees feel comfortable expressing their true self at work?
7- Are their opinions valued in the work environment?
Key stakeholders
Top management
HR team
The board
Prepare
Prepare
The dataset used can be found here.
This data is made available by Kerem Kurt under this licence: Data files © Original Authors.
The data is generated randomly based on percentages to simulate a company’s dataset.
It is a public dataset.
The data is reliable, original, comprehensive, current and cited.
the data has no null value.
It contains two tables DEI: 10000 rows and 45 columns, and DEI Questions: 15 rows and 2 columns.
Process
Process
Variable types and names
Rows: 10,000, Columns: 45
Id: (Double)
Name, Surname, Division, Manager, Gender, Sexual_Orientation, LGBTQ , Indigenous, Ethnicity, Disability, Minority, Veteran: (Character)
Date of Birth: (Date time)
Age: (Double)
Preferred Name, Nationality, Hobbies, Pronouns, Mobile Number, Email: (Character)
Aug_D_Q1, Aug_D_Q2, Aug_D_Q3, Aug_D_Q4, Aug_D_Q5, D_Negative, D_Neutral, D_Positive, Aug_E_Q1, Aug_E_Q2, Aug_E_Q3, Aug_E_Q4, Aug_E_Q5, E _Negative, E_Neutral,E_Positive, Aug_I_Q1, Aug_I_Q2, Aug_I_Q3, Aug_I_Q4, Aug_I_Q5, I_Negative, I_Neutral, I_Positive: (Double)
Analyze
Analyze
Gender
One would not think that this company has a very diverse gender profile. Males dominate the populationwith about 60% of the company’s employees, while female population is only 33%. Not to mention the lownumbers of Non-binary/non-conforming: 1.1% and Transgender: .097%.
You would like to think that things get better on the division level, but unfortunately this is not the case.Percentages within division hover around the same rates. With IT, Finance and HR being the divisions withthe highest male employee rates: 60%, 59.1% and 59% respectively. RD has the lowest employee malerates and highest female rates: 56.1% and 37.1% respectively. So, it is clear that the situation is not greatdivision and company wise.
Sexual Orientation
Same applies here as with gender. The company’s population is mostly Heterosexual: 84%. Around 10% ofthe employees prefer not to state their sexual orientation. Homosexual employees constitute around 4% ofthe company’s employees; while Bisexuals are 1%. Numbers within divisions do not differ significantly fromacross company numbers.
Ethnicity
Around 71% of the employees are White; Asians constitute around 17% of the whole population. Clearly,this is a White dominated company where Black, Middle Eastern and Latin races are only % of Total Countof Ethnicity: 4.1%, 3.5% and 2% of the population respectively. The company’s situation is dire when wediscuss ethnic diverse profiles.
As with gender and Sexual orientation, on the division level, things are more or less the same.
LGBQ
The employees responded to the question whether they see themselves as a part of the LGBTQ community by yes only for around 12% and no with 82% of the whole population; around 7% preferred not to provide an answer.
The situation is almost the same across the various division, which speaks to the inclusion issue at the company.
Indigenous
They also responded to the question of being an Indigenous person or not, by saying no: 94%, yes: 5% and prefer not to say: 1% across the company.
However, the departments with most people identifying as indigenous are Sales: 1.14% and IT: 1.12% as opposed to HR: 0.38% and RD: 0.21%.
Disability
As for having a disability, 82% responded no, 15% yes and 3% preferred not to say. Things were not so much different division wise.
Minority
As for being a member of a minority group,77% responded no, 22% yes and 1% preferred not to say. Things were not so much different division wise as well.
Veteran
Department and company wise, things were not significantly different when the employees responded to whether they see themselves as veterans by yes only for around 1% and no with 98% of the whole population; around 1% preferred not to provide an answer.
There were three surveys conducted across the company for Diversity, Equity and Inclusion; It had five questions each with a scale of Strongly Disagree, Disagree, Neutral, Agree, and Strongly Agree:
Diversity survey:
For question 1: Our company values diversity, all responses were around 20% per each .
For question 2: Our company has a diverse workforce: same as question 1.
For question 3:Our company is taking actions to create a diverse workplace: around 23% agrees with thestatement, 21% strongly agree and 19% strongly disagrees. This could mean that this statement is ratherdebatable, but most people relatively agree with it.
For question 4:I believe I can advance in my career regardless of my background. (e.g. gender, ethnicity,etc.): around 40% agree and 40% strongly agree with that statement. This proves that most employeesbelieve that to be true.
For question 5:Our company does not tolerate any incidents of discrimination; this is rather an agreeable statement with around 31% Strongly Agree and 32% Agree.
Equity survey:
For question 1: Our company values equity, all responses were around 20% per each.
For question 2: I believe employees from different background are treated fairly in our company: around 40%agree and 39% strongly agree with that statement. This proves that most employees believe that to be true.
For question 3: Our company is committed to meeting the needs of employees with any kind of disability, around 35% agree and 35% strongly agree with that statement. This proves that most employees believethat to be true.
For question 4:I believe employees are compensated fairly regardless of their gender, only 28% agree and28% strongly agree with this statement; so, employees see that issue in different ways.
For question 5: Every employee has access to equal employment opportunities regardless of theirdifferences, round 34% agree and 33% strongly agree with that statement. It is somehow agreed on amongthe employees.
Inclusion survey:
For question 1: Our company has an inclusive culture,all responses were around 20% per each.
For question 2: I feel comfortable sharing my opinion even if it differs from the group, around 40% agree and38% strongly agree with that statement. This proves that most employees believe that to be true.
For question 3: I feel valued for the contributions I can make to our company, around 34% agree and 34%strongly agree with that statement. This proves that most employees believe that to be true.
For question 4: Our company is taking actions to create an inclusive workplace, all responses hoveredaround 20% of the whole population, which proves that this is very debatable issue at the company.
For question 5: I feel a sense of belonging to our company, around 33% agree and 34% strongly agree withthat statement. This proves that most employees believe that to be true.
Act
Act
Upon examining the data, you can find that:
There are some areas of diversity, equity and inclusion where this company falls short.
For example: the company is dominated with a male population of almost two-thirds of the employees.
To fix this gender issue, one could recommend:
Encourage hiring genders other than males through initiatives or special hiring programs, maybe through partnerships with recruitment agencies where other genders are at focus.
Diversifying hiring processes in the company: creating non-biased recruitment policies, interviewing processes and job applications to choose the talent needed, regardless of the gender.
Advertising and promoting Pay Equity: making sure all employees are fairly compensated no matter what their gender is; and of course, conducting regular salary reviews and benchmarking will help ensure that your pay scale is fair and just.
Providing DEI training for all employees including top management with a sensitivity training part so that everyone knows the proper conduct in the workplace.
Creating fair and equitable Inclusive compensation and benefits policy, regardless of any gender, background, etc.
As for Sexual Orientation and LGBTQ, some helpful things would be:
Creating non-discriminatory policies: where the company creates and implements DEI policies for anti-bullying, anti-harassment, and inclusive language guidelines.
Establishing gender-neutral facilities such as common areas and restrooms which will lead to promoting the culture of inclusion within the company.
Ensuring LGBTQ representation in company communications, leadership roles, support groups, etc.
Providing LGBTQ awareness seminars, workshop and activities to increase the employees’ awareness inthe matter.
Encouraging having a workplace where transparent communication is at its heart, where LGBTQ employees can express themselves and talk freely about their issues at the workplace, needs and limitations.
Other areas with no diversity in the company are ethnicity, indigenous and minority, they could be remedied by:
Eliminating bias in the recruitment process by partnering with minority-focused job boards and recruitment agencies to have more diverse job candidates.
Creating fair hiring practices such as anonymizing CV’s, standardizing interview questions and diversifying interview panels.
Providing inclusive onboarding programs, where there are various kinds of resources to support different ethnic groups.
Offering career development and leadership programs where the focus is on minority, ethnic and indigenous groups to help them progress and prosper within the company.
Some things that could assist with disability and veteran issues at the company are:
Creating accessible workspaces by installing ramps, accessible common areas, washrooms and elevators.
Enabling flexible work options such as hybrid or remote work, flexible work hours and Adaptable workspaces that suit different needs.
Enabling Accessibility options and helping tools within the technologies used in the company such as speech-to-text software and screen readers.
Making sure that all channels of communication are accessible to people with disability, such as video calls and sign-language support.
As for veterans: like with indigenous groups, the company could create a veteran hiring initiative, as well as partnering with job-boards and recruitment agencies concerned with hiring them.
Recognizing veteran service while working at the company with things like events, special days and maybe awards of some sorts.
Ensuring that their skill set is transferable to the job in a smooth way through training programs, mentorship and special onboarding processes.
Providing special programs that focus on their advancement in the workplace using their transferable and new skills such as special leadership and professional development programs.
Finally, to increase the diversity, inclusion and equity of the company in general, helpful tips include:
Providing benefits that address diverse needs, such as inclusive parental leave, menstrual leave, mental health resources, and flexible work setups. *Honoring and celebrating the cultural and religious holidays of all employees to promote an inclusive environment.
Setting up anonymous channels for employees to share their DEI concerns and suggestions without fear of reprisal.
Sharing diversity, inclusion and equity DEI metrics, measures and updates with the entire company to ensure transparency and accountability.
Actively engaging with and supporting community organizations that promote diversity and inclusion.
Conducting regular surveys to understand employee experience and gather feedback on DEI within the company.
Page updated
Google Sites
Report abuse