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BUILDING A DIVERSE WORKFORCE

using BIG DATA

GETTING STARTED

EMBRACING DIVERSITY AND INCLUSION

Globalized markets demand a variety of perspectives and point of views. The starting point for this is always a diverse workforce: Diverse nationalities, diverse skill sets, experiences and perspectives can bring a broader range of mindsets and backgrounds into the organization, leading to more effective and sustainable decision-making. If done correctly, diversity will improve profitability and create a long-term competitive advantage.

Information is the baseline of successful diversity management. Information is abundant in all areas of the company and can be retrieved from various data sources in real time. We will apply our big data technologies to gain to consolidate and analyze the data in regards to effective diversity measures. Big data, long ago only used in business areas like marketing and sales, is now supporting HR managers around the globe to implement solid and effective diversity management.

BIG DATA SUPPORTS TO:

  • create awareness

    for diversity with facts and insights in your organization

  • improve contribution

    of a diverse workforce to financial success

  • operationalize

    tailor-made measures to promote diversity

  • enable a proactive talent pipeline

    management by inclusion of labor market data and social trends

  • set realistic and achievable targets

    as well as holistic diversity governance models

FACTS FAVOURING DIVERSITY

COMMON DIVERSITY BARRIERS

A diverse workforce brings different perspectives and experiences to the business that can challenge the status quo. This fosters efficient decision-making, addresses new market opportunities and broadens the customer base.

Diversity is more than just the realization of legal requirements. Successful diversity is the result of a corporate culture embracing fairness and equality.

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SOCIAL DIVERSITY

SHARE YOUR EXPERIENCE

Diversity is a common topic in Social Media as well. We keep you up-to-date with the latest talks about diversity.

Current tweets on diversity: 818

OUR APPROACH

1. ANALYSE YOUR DIVERSITY STRUCTURE

Evaluation of your workforce architecture under the aspect of diversity (strategic relevant target markets, professional and cultural competencies, age structure, conformity with legal requirements, talent resources, benchmarking with relevant competition, impact of diversity on corporate performance and profitability, etc.) as well as identification of relevant individual parameters and diversity KPIs.

2. UNDERSTAND DIVERSITY BOTTLENECKS

With Big Data analysis, we are able to reveal and explain upcoming bottlenecks in your company: From qualifications and country-specific knowledge necessary to develop emerging markets to training requirements due to future technologies or upcoming legislative changes or adequate successors for soon-to-be-departing experts.

Internal Development Module

In the 'BU Leader' and 'Teamleader' rank, the hiring rate of women
is extremely low with less than 10%.

In the 'Expert' rank, the male hiring rate is still dramatically dispro-
portionate to the women hirings in the company.

Low female promotion, resulting in extremely male dominated
leadership teams, that are far from diverse.

UNFair Share

To understand the impact that diversity has on a company's department,
we flagged them either as male- or female dominated.
(Male Fortress / Female Fortress)

Male dominated departments tend to be more discriminating in matters
of income, workload and recruiting behaviour.

Despite an overall balanced distribution in female dominated areas, there
is still a huge step towards a FAIR share in terms of female leadership

Powerful Analysis

The departments on the outer end of the graph are largely under-
performing. The closer to the center, the more gender-balanced
the department is.

These departments also show a higher level of performance.
Ideally, department heads should aim to cluster towards the
center to increase their productivity.

Mobile App

Achieve a diverse and cost-efficient workforce architecture using our
advanced optimization technologies and mobile apps.

Get a quick summary of your 'Promotion' and 'Hiring' requests with
detailled information of how they will fit in your current plan.

To help you spend less time on data handling, we provide easy access to
indicators and all information needed to help you judge your workforce
request.

3. SUSTAINABLE DIVERSITY PLANNING

The result: Concrete and actionable recommendations to meet the targets of your strategic business planning by having a tailor-made diverse workforce.

4. MONITOR DIVERSITY

The rapid development of changing markets, technological advancements and new economical and political conditions require constant checks and adjustments to your workforce’s diversity. Our tools and instruments continuously analyze macro-economical data to reveal upcoming bottlenecks on your targeted labor market segments and anticipate necessary qualification measures proactively.

Instruments

Strategic Workforce Planning

Synchronize your people strategy with the diversity agenda and translate it into concrete workforce demands and skillset requirements.

Diversity Analytics

Evaluate the current digital capabilities of your workforce structure and identify your digital readiness using big data technologies and statistics.

Mobile Workforce Management

A seamless communication interface between business and HR to create mutual awareness and achieve targets while tracking all progress in real-time.

Labour Market Insights

Digital profiles are high in demand: Identify current and future bottlenecks in the labour market, set realistic targets and enable target-oriented recruiting.

OUR FACES BEHIND DIVERSITY

55 years age gap
17 different countries

MENTIONED IN THE MEDIA

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