76 percent of agencies are asked about DE&I by their clients. Requests for diversity data are by far the most common, reveals our latest [survey] among recruitment leaders in the UK.
In the same survey, 40 percent of recruitment consultants report a lack of diversity data and struggles generating insights. Highly manual data collection, without fit-for-purpose tools, cited as main reason. This is exactly where your Diversity Dashboard can help you track and report relevant data.
The majority of recruitment RFP’s in todays market contain DE&I questions, most commonly about the availability of diversity data tracking and reporting. Having globally relevant and compliant tracking in one dashboard at your fingertips, can be a highly differentiating factor in a market where many agencies are still scrambling for solutions.
Regularly collecting and analyzing diversity data of your (clients) talent pipeline, enables you to measure progress over time, internally and on behalf of your clients. This data-driven approach allows you to demonstrate the effectiveness of various strategies for your clients.
About a quarter of clients task their recruitment agencies with candidate diversity targets, most commonly across gender and ethnicity. Understanding your current data can prove a valuable starting point to have informed conversations with your clients about their diversity goals, and whether they are relevant and achievable.
For 3 out of 4 job seekers, DE&I is an important criteria in selecting their next role and employer. Pro-actively sharing your talent pipeline diversity data and the steps taken to ensure a fair, equitable and accessible recruitment journey, enhances your credibility with job seekers and can lead to stronger relationship.
By identifying patterns in diversity data, you can uncover instances of bias and discrimination within your processes. This awareness can lead to corrective actions and a more equitable recruitment processes that will benefit candidates, especially those from under-represented backgrounds and identities.
Having access to diversity data allows for informed decision-making. You can tailor your policies, practices, and initiatives based on data-driven insights, ensuring that resources are allocated effectively to address specific diversity challenges that are important to you and your clients.
Diversity data can guide the development of practices that are inclusive of and cater to the needs of various underrepresented groups. This could involve expanding recruiting networks, and crafting job descriptions to appeal to a broader range of candidates. Or for example, if data indicates challenges faced by job seekers with disabilities, you can implement accessibility measures on your website.
In summary, diversity data insights provide organizations with a foundation for creating more inclusive and equitable workplaces and talent pools. By analysing this data and using it to inform your strategies and practices, as an agency you can lead the way for D&I in your industries.
In previous knowledge articles we’ve already explored:
How you can set up your diversity dashboard configurations
How and where to view your diversity analytics in Volcanic.
To make your diversity insights widely accessible, Diversely offers three ways to view, extract and share your talent pipeline diversity data from the platform:
Download your diversity graphs in PDF format, to get an easy to share view of your dashboard
Extract your raw diversity data in excel format, to complete whichever analyses you’d like…
COMING SOON: Easily share your diversity graphs with clients and candidates on your website and/or job application, using the share toggle.
In your Volcanic dashboard, you’ll find your diversity dashboard on the right. At the top, you’ll find 4 filter options:
Client filter: You may want to just see your talent pipeline data for a specific clients, either because the client has requested their data, or for internal reasons. To allow filtering by clients, you’ll need to have added clients in your Volcanic reference data and have assigned jobs to clients. Once done, you can select clients from the drop-down list in your dashboard and view the filtered data.
Country filter: If you operate globally, you may want to see your talent pipeline data for a specific country. You can select a relevant country from the drop-down list to filter the data view accordingly. D&I means different things in different places, particularly from a race/ ethnicity perspective, but also across other characteristics. You may want to consider setting up specific custom dashboard configuration, if you recruit frequently in certain countries.
Discipline filter: Similarly to your client filter, you will need to set up disciplines in your Volcanic reference data and make sure to assign disciplines to your jobs. Once these steps are completed, you would be able to view diversity analytics for a specific discipline only e.g. Human Resources. You can imagine the diversity profile, from a gender perspective might look quite different for a Marketing discipline, compared to a Technology discipline.
COMING SOONSeniority filter: Once the ‘Seniority’ data field has been added to the Job Specification form, and you start assigning seniority to jobs, you’ll be able to filter your diversity by seniority. The diversity profile of job applicants might different significantly for entry roles compared to senior leadership.
In your diversity dashboard, when you scroll down to the end, you’ll find an option to export your diversity data in either a PDF report or excel format.
Within excel format, the system will also allow you to break down that data by specific job id/ job title if helpful. This data will be fully anonymised, so without personal applicant details, however insightful to understand your diversity trends at various levels.
Within PDF report, the system will produce an exact copy of the diversity dashboards displayed. Any filters that you’ve applied, will also apply to the PDF report.
You will receive an email to your registered email address containing the password to open the secured file(s).
Diversity insights for your clients and internal teams76 percent of agencies are asked about ...
Read more
Remove bias from your job ads and communicationOur unique augmented writing tool removes languag...
Read more
Personal data and its subset sensitive data are increasingly hot topics in many aspects of our li...
Read more
Deliver and engaging, accessible and transparent applicant journey with Diversely’s custom...
Read more
Diversely Co-founder and CPO, Hayley Bakker, dives into the science behind inclusive job ads and...
Read more
Over 20% of the world’s population is recognised as having a disability and with those as jus...
Read more
A REPRESENTATIVE AND INCLUSIVE WORKFORCE IS WHAT EVERY MODERN-DAY ORGANISATION (SAYS THEY) STRIV...
Read more
Nostrum. Dolores laboris yet esse. Nihil nihil for fugit quis and magni. Consectetur cupidatat d...
Read more
