Purpose

This document serves as a guide on how to use and interpret the TM Diversity Dashboard. It outlines the dashboard's key metrics and features to help you leverage its data effectively.

Audience

TM Leaders, HRBP

Introduction

The TM Diversity Dashboard centralizes key metrics on the retention and development of diverse talent, enabling data-driven decisions that strengthen your talent strategy and foster a more engaged, productive workforce.

The TM Diversity Dashboard is designed to be both fast and effective. It gives you a quick summary of your most important talent metrics. To guarantee fast loading, the data is pre-summarized and updated every 24 hours.

Provisioning and Permissions

The dashboard can be accessed via Admin Console through the following path:
Admin console → Analytics → Provision Dashboards → Actions (Against the TM Diversity Dashboard) → Update

To manage dashboard access, a specific permission called ‘perm_manage_tm_diversity_dashboard’ has been set up. Only users who have this permission linked to their role will be able to see the dashboard on the insights home page. If a user needs access, they can reach out to the admin to request the required permission to be assigned against their role.

Filter controls

Dashboard filter controls can be used to refine or subset the data shown in the dashboard. For example, to select a certain date range or select a particular feature.

Filter controls are located at the top of the dashboard or inside the dashboard. Filter controls have to be read with context based on the type of tab.

• From (YYYY-MM)
  
• To (YYYY-MM)
  
• Employee Job Function: Job function of the employee
  
• Employee Business Unit: Business unit of the employee
  
• Employee Location: Country where the employee is located at
  
• Table Breakdown Variable: Group by variable for the tables in the dashboard - Job Function, Business Unit, Location Country.

Dashboard Features

There are 5 key sections on the dashboard.

Employee diversity

• Current employees
  Total number of current employees. [Date filters are not applicable.]
  
• # & % Female employees
  Number and percentage of employees who are female. This is based on Eightfold AI-inferred gender, prioritizing the candidate's self-declared gender when provided. [Date filters are not applicable.]
  
• # & % URM employees
  Number and percentage of employees who are from the Under Represented Minorities (URM). This is based on Eightfold AI-inferred race, prioritizing the candidate's self-declared race when provided. [Date filters are not applicable.] Here are the races categorized as URM (under represented minorities): ('american indian or alaskan native','black', 'hispanic','two or more races','native hawaiian or pacific islander')
  

Internal mobility

• Internal hires
  Internal hires among all hires in the selected period of time. [Employee filters are not applicable.]
  
• # & % Female internal hires
  Number and percentage of internal hires who are female as a proportion of total internal hires. This is based on Eightfold AI-inferred gender, prioritizing the candidate's self-declared gender when provided. [Employee filters are not applicable.]
  
• # & % URM internal hires
  Number and percentage of internal hires who are from the Under Represented Minorities (URM) as a proportion of total internal hires. This is based on Eightfold AI-inferred race, prioritizing the candidate's self-declared race when provided. Here are the races categorized as URM: ('american indian or alaskan native','black', 'hispanic','two or more races','native hawaiian or pacific islander'). [Employee filters are not applicable.]

Attrition and succession planning

• % Attrition : Employee attrition rate refers to the rate at which employees leave a company in the selected time frame. It is calculated by dividing the number of employees who have left the company by the average number of employees during the same period. This includes regrettable and non-regretable attritions.
  
• % Female attrition : Attrition rate among employees who are female. This is based on Eightfold AI-inferred gender, prioritizing the candidate's self-declared gender when provided.
  
• % URM attrition: Attrition rate among employees who are from the Under Represented Minorities (URM). This is based on Eightfold AI-inferred race, prioritizing the candidate's self-declared race when provided. Here are the races categorized as URM: ('american indian or alaskan native','black', 'hispanic','two or more races','native hawaiian or pacific islander').
  
• % Pipeline with female successors
  Percentage of pipelines that have successors who are female. This is based on Eightfold AI-inferred gender, prioritizing the candidate's self-declared gender when provided. [Date filters are not applicable.]
  
• % Pipeline with URM successors
  Percentage of pipelines that have successors are from the Under-Represented Minorities (URM). This is based on Eightfold AI-inferred race, prioritizing the candidate's self-declared race when provided. Here are the races categorized as URM: ('american indian or alaskan native','black', 'hispanic','two or more races','native hawaiian or pacific islander'). [Date filters are not applicable.]

Skill distribution

• Top Skills Distribution by Gender (%): A stacked or grouped bar chart showing the distribution of top skills between male and female employees, represented as percentages.
  
• Top Skills Distribution Across Ethnicities (%): A stacked or grouped bar chart displaying how top skills are distributed across different ethnic groups (e.g., Asian, Black, Hispanic, White), shown in percentages.

Glossary

The dashboard has a glossary section with detailed definition of each metric.