Back
🏆 2nd Annual People Pioneers Award nominations open through 10/7!

Taking a data-driven approach to DEI

Feb 2, 2021| Reading time: 3min

BY ChartHop

As organizations publish statements in support of the Black community, many are rightfully calling out for them to show their commitment through making significant – and overdue – shifts. These include confronting and investing in the diversity of their executive teams, and of their teams at large.

One of our mission drivers at ChartHop is “to increase transparency across organizations, and decrease the frictions and barriers that stand in the way of progress.” As a company that enables intentional growth in organizations through deep understanding and effective planning of their teams, we’re dedicated to building products that surface uncomfortable but necessary truths and empower leaders to take meaningful action.

ChartHop is committed to being an active participant in this movement and we’ve been thinking about ways we can be more proactive. As a starting point, we’ve shared our own company’s stats with the intention to update on an a semi-annual basis.

When companies know and own their DEI data, they can take measurable steps to resolve gaps and biases in hiring, retention, engagement, belonging, and more!

Sharing your data and plans publicly is a powerful way to hold yourself accountable to those plans. We hope this resource empowers organizations to take the first step to owning their DEI metrics.

These are some of the aggregated representation metrics we track across the ChartHop team.

These are just a few of the aggregated representation metrics we track across the ChartHop team.

To support you in your own DEI efforts, we’ve put together a comprehensive guide to DEI reporting. The guide is designed to enable you to gain insights into your diversity metrics and build transparency, and accountability, across your organization. We hope this empowers you to turn data into action and gets us one step closer to the change we want to see.

This guide aims to answer the following questions

The time to act is now.

The Black community has endured centuries of discrimination and injustice and it is about time we collectively do something about it.

Once you’re looking to create a more broad DEI program, you can look at additional dimensions and analyze gaps for: gender, age, social economic status, disabilities, nationality, sexual preference, Veteran status and more. These are all analyzes you can build within ChartHop.

Read on for Part 2 in the series to learn how to identify and collect your DEI data.

Share this

Get in touch

Make one good decision that leads to a lot of others. Talk to ChartHop today.

Contact us
RELATED RESOURCES

Explore our latest blogs, eBooks, videos and more

How Plaid Improved Org Planning and Collaboration During Massive Scale with ChartHop

Discover how Plaid moved their org planning process out of spreadsheets and into ChartHop's secure, intuitive, and visual platform.

September 2022 Product Updates: Compensation Fields + Time to Fill

ChartHop’s new Time to Fill job calculations encourages more effective and informed organizational planning by equipping People leaders and managers with better estimates for target start dates in headcount plans.

Streamlining Your Recruiting Practices: Q&A with Talent Acquisition Specialists

We sat down with two members of our talent acquisition team to discuss how using a people analytics platform with ATS integrations streamlined their talent acquisition strategy.

The People Ops Weekly Newsletter

💜 by 4,000+ readers at people-first companies.

A 5-minute Friday email with curated ideas, stories, insights, and jobs from the world of People Ops at growing orgs.

By submitting your info, you agree to opt-in to emails from ChartHop's newsletter, The People Ops Weekly.

Make one good decision
that leads to a lot of others

Sign up for a free demo today.