Welcome to DEI Dashboard - unlock the potential of Sopact's cutting-edge impact measurement platform to assess and elevate diversity, equity, and inclusion in your organization.
At Sopact, we understand the growing significance of Diversity, Equity, and Inclusion (DEI) as a vital component of organizational success. In today's rapidly evolving world, a DEI framework aims to create a diverse, equitable, and inclusive work environment, both an ethical responsibility and a competitive advantage. Addressing issues of racial and gender inequality, as well as the broader aspects of DEI, is crucial for meeting stakeholder expectations, enhancing workforce satisfaction, and promoting supply chain diversity.
Our robust Sopact impact measurement platform offers industry-leading DEI frameworks like DEI Equity and Gender Lens. With our Impact Strategy App, you can easily select the most suitable framework, personalize it, and embark on your DEI Assessment journey. Moreover, our DEI Dashboard connects seamlessly with all data sources, enabling you to monitor your workforce and supply chain data in real time. Partner with Sopact to advance your DEI efforts, strengthen stakeholder trust, and cultivate a highly engaged and diverse workforce.
DEI Strategy Examples
Explore our DEI Gender Lens themes, focusing on crucial areas such as equal workplace conditions, equal pay, gender inclusion in governance, and financial inclusion for all genders. Join our efforts to break down gender barriers and promote a more inclusive, equitable society across various sectors and opportunities.
Discover our comprehensive DEI Racial Equity themes, designed to tackle critical issues such as building anti-racist education systems and promoting equitable healthcare, finance, and employment opportunities. Join us in our mission to dismantle systemic barriers and create a more just and inclusive society for all.
DEI SoftwareDEI software is a powerful tool that helps organizations create a more diverse, equitable, and inclusive workplace. This software provides a comprehensive solution for managing diversity, equity, and inclusion initiatives, including tracking progress, managing training, and collecting employee feedback. With DEI software, organizations can gain a deeper understanding of their workforce, identify areas for improvement, and create a culture of inclusion and belonging. This tool empowers organizations to make data-driven decisions, track their progress over time, and achieve their DEI goals more effectively. In summary, DEI software is a smart investment for any organization that wants to create a more equitable and inclusive workplace.
- DEI Assesment
- DEI Strategy
- DEI Metrics
- DEI Data Collection
- DEI Survey
- DEI Dashboard
- DEI Reporting
An organization should start with the DEI assessment process to understand top priorities. Based on the assessment, the next step would be the DEI strategy. Sopact has developed many out-of-box strategies that you can start with. Well-designed DEI assessment process should aim to provide the following key objectives.
- Transparency: A DEI dashboard provides a clear and concise view of the organization's DEI performance, making it easy for stakeholders to understand and track progress.
- Data-Driven: By providing quantifiable data on DEI performance, a DEI dashboard allows organizations to make informed decisions based on evidence rather than assumptions.
- Accountability: A DEI dashboard holds organizations accountable for their DEI performance and progress, allowing them to identify improvement areas and track progress over time.
- Benchmarking: A DEI dashboard can compare an organization's performance against industry benchmarks or best practices, providing a point of reference for progress.
With our AI-driven Impact Strategy, you can leverage our extensive library of 20+ DEI templates to personalize and tailor them to meet your organization's needs. Whether you're building SMART metrics for mission-driven purposes or aligning with IRIS metrics for investor reporting, our strategy is just the beginning. The real value of our approach lies in our ability to guide you towards the best data collection strategy and dashboard plan to impress and engage funders, even before data collection begins.
DEI metrics are specific measurements organizations use to track their progress on DEI initiatives. These metrics can include the representation of underrepresented groups in the workforce, the diversity of the leadership team, the incidence of bias and discrimination, and more.
DEI Metrics Examples
- Demographic representation: This measures the proportion of individuals from different demographic groups (e.g., gender, race/ethnicity, age, etc.) within a workforce.
- Gender balance: This measures the workforce proportion of men and women.
- Ethnic and racial diversity: This measures the proportion of individuals from different ethnic and racial groups within a workforce.
- Disability representation: This measures the proportion of individuals with disabilities within a workforce.
- LGBTQ+ representation: This measures the proportion of LGBTQ+ individuals within a workforce.
- Geographic diversity measures the workforce's proportion of individuals from different geographic regions.
- Educational background diversity measures the proportion of individuals with different educational backgrounds within a workforce.
- Experiences: This measures the proportion of individuals with different experiences, skills, and backgrounds within a workforce.
- Cognitive diversity measures the variety of perspectives, ways of thinking, and problem-solving approaches within a workforce.
- Tenure diversity measures the proportion of individuals with different tenures (time served) in the company.
Depending on the context, other factors may also be considered in measuring diversity, and the metrics should be chosen carefully considering the goals of the organization and the context of the specific situation.
DEI Data Collection
As your organization grows, you may find that different fund or program managers collect impact data in various systems. However, there's no need to worry. Our Impact Cloud platform is an advanced and user-friendly solution that allows you to collect data from multiple sources such as Google Spreadsheets, MS Excel, Sopact surveys, other survey platforms, or even Salesforce. Collect your data, which will show up in Impact Cloud in real-time, where you can easily aggregate common, program-specific, and company or project-specific indicators.
Our business intelligence platform, Impact Cloud, offers advanced real-time connectivity and ease of surveying. You can collect data through various methods such as offline and online modes, SMS, WhatsApp, longitudinal tracking, and scheduled campaigns. Additionally, our platform enables data simulation and generates automated reports.
Data visualization and analysis platform that provides its users with a wide range of chart capabilities. Some chart types can be created using hundreds of chart possibilities, such as bar charts, line charts, scatter plots, area charts, heat maps, pie charts, and more.
Users can customize these charts by selecting different types, colors, fonts, and design elements. They can also add filters, groupings, and drill-down functionality to create interactive dashboards.
DEI Dashboard Examples
Our platform allows you to build unlimited charts without worrying about costs per dashboard or user. With hundreds of chart options and real-time data from various sources, every team can tell its story to donors.
Our easy-to-use tools save hundreds of hours on manual data analysis and report generation. You can efficiently access and visualize data from various sources, making it easier to derive insights and make data-driven decisions.
Our scalable platform can grow with your organization and accommodate increasing data. Our platform provides a powerful tool for organizations to streamline their data analysis and reporting processes, enabling effective communication with donors and data-driven decision-making.
There are several ways to track gender-based data in companies, including:
- Demographic data collection: This involves collecting data on the gender of employees, such as through self-identification on job applications or employee surveys.
- Pay equity analysis: This involves analyzing the pay of male and female employees to ensure that they are being paid equally for the same work.
- Promotion and advancement tracking: This involves tracking male and female employees' promotion and advancement rates to ensure no gender-based disparities.
- Employee engagement surveys involve surveying employees to gather data on their perceptions of the company's culture and the treatment of male and female employees.
When improving outcomes related to gender in companies, it is essential to consider the following:
- Setting clear goals and targets: This involves setting specific and measurable goals for improving gender diversity and inclusion in the company.
- Conducting regular audits and reviews: This involves regularly reviewing data on gender diversity and inclusion in the company and taking action to address any disparities.
- Implementing diversity and inclusion training involves training employees on topics such as unconscious bias and the importance of diversity and inclusion in the workplace.
- Encouraging employee engagement: This involves encouraging employees to share their experiences and ideas for improving gender diversity and inclusion in the company and considering their feedback when making decisions.
- Holding leadership accountable: This involves holding leaders accountable for creating a culture of diversity and inclusion within the company and for achieving the company's goals related to gender diversity and inclusion.
Engaging employees and trading partners in the process of collecting and analyzing gender-based data is essential for several reasons:
- Employee engagement: By involving employees in the data collection and analysis process, they will feel more invested in the outcome and be more likely to support any changes or improvements.
- Trading partner engagement: By engaging trading partners in the process, companies can ensure that they are aware of any issues related to gender diversity and inclusion and take steps to address them.
- Improved data accuracy: By involving employees and trading partners in the data collection process, companies can ensure that the data is accurate and reflects the actual situation.
When collecting data, it is essential to use various methods, such as surveys, interviews, and focus groups, to gather various perspectives and ensure that the data is as accurate and comprehensive as possible. Once data has been collected, it should be analyzed to identify any patterns or disparities related to gender. This data should then be communicated to employees and trading partners, explaining the findings and any improvement plans. When communicating results and improvement plans, it is essential to be transparent and honest about the data and any challenges the company may face regarding gender diversity and inclusion. It's also important to clearly explain the steps that will be taken to address any issues and to involve employees and trading partners in the process. It is also essential to regularly review progress, update the plan accordingly, and involve employees and trading partners in the review process to ensure they are aware of progress and can provide feedback on the plan.
Streamlining Your First DEI Dashboard in 60 Days
At Sopact, we understand the importance of a successful impact implementation process. That's why we've developed a streamlined work plan to help you build your first program and impact dashboard in just 60 days. While this may be your first program or goal, our process is iterative, allowing you to build on your success and implement future programs in a similar manner. Talk to us today to learn more about how we can help you achieve your impact goals efficiently and effectively.
Phase 1 Data Strategy
Create an actionable framework, ensuring that it will meet your "learning goals."
This ensures your desired outcomes are mapped out all the way to data.
All-in-one Logic Model, Data, and Dashboard Strategy
With our AI-driven Impact Strategy, you can leverage our extensive library of hundreds of industry templates to personalize and tailor them to meet your organization's needs. Whether you're building SMART metrics for mission-driven purposes or aligning with IRIS metrics for investor reporting, our strategy is just the beginning. The real value of our approach lies in our ability to guide you towards the best data collection strategy and dashboard plan to impress and engage funders, even before data collection begins.
Phase 2: Data DesignDesign effective and actionable activity, output, and outcome data most relevant for impact measurement only.
Define an Effective Data Collection Strategy
- Design activity, output data
- Design stakeholder survey
- Define effective data collection technique
- Map source data from Sopact Survey, MS Excel, and Google Spreadsheet
- Calculate and map results to metrics.
- Other sources include Salesforce and CRM (Ask Sopact - Not included in base price).
Phase 3: Data AnalyticsIntegrate your data source with advanced visualization platform to provide deep insight, define detailed analysis techniques and communication plan
Advanced Analytics and Use of Data
- Advanced data visualization techniques
- Communicating results and impact to stakeholders
- Strategies for sustaining data analytics for social impact
Audible's innovative approach to Equity, Racial Justice, and Economic Empowerment
Audible, an Amazon subsidiary company uses an innovative approach to expand its community initiatives to advance equity, racial justice, and economic empowerment that benefits both employees and the community.
Measuring DEI can be done in many ways, but some standard methods include the following:
- Employee engagement surveys
- Employee resource group participation
- Management and leadership diversity
- Recruitment and hiring diversity
- Pay and promotion equity analysis
- Incidence of bias and discrimination reports
- Customer and supplier diversity analysis
Diversity metrics refer to the measurements used to track the diversity of an organization's workforce. Examples of diversity metrics include the representation of different racial and ethnic groups, genders, and LGBTQIA+ individuals, as well as individuals with disabilities.
Inclusion metrics are measurements used to track the level of inclusion in an organization. Examples of inclusion metrics include employee engagement, employee resource group participation, and retention rates for underrepresented groups.
Inclusion metrics are metrics that organizations use to measure the diversity and inclusivity of their workforce. Some examples of inclusion metrics include:
- Diversity: Proportion of underrepresented groups (such as women, people of color, people with disabilities, and LGBTQ+ individuals) in the workforce
- Representation: Proportion of underrepresented groups in leadership roles and critical decision-making positions
- Pay equity: Differences in pay between different groups of employees
- Retention: Proportion of underrepresented groups who remain employed with the organization over time
- Engagement: Survey results measuring how included and valued employees from underrepresented groups feel in the workplace
Some organizations use multiple inclusion metrics to get a more comprehensive view of their diversity and inclusivity. However, it is also essential to ensure that the metrics are aligned with the organization's strategy and goals and that they can be actionable.
Social equity metrics are a set of measurements used to track an organization's progress in promoting fairness and justice in the workplace. Examples of social equity metrics include pay equity, the representation of underrepresented groups in leadership positions, and the incidence of bias and discrimination.
Racial equity metrics are a subset of inclusion metrics that specifically measure the inclusion and fair treatment of people of color in an organization or community. Some examples of racial equity metrics include:
- Demographic data: Proportion of people of color in the workforce, leadership roles, and key decision-making positions
- Pay equity: Differences in pay between different racial groups of employees
- Retention: Proportion of people of color who remain employed with the organization over time
- Promotion: Proportion of people of color who are promoted to leadership positions
- Disciplinary actions: Proportion of people of color who receive disciplinary actions (such as warnings, suspensions, or terminations) compared to other racial groups
- Engagement: Survey results measuring how included and valued employees of color feel in the workplace
- Community engagement: Proportion of community engagement and outreach initiatives that include and benefit communities of color
It's important to note that some metrics may only be available in some organizations or communities. In some cases, they may be more difficult to obtain or calculate. Additionally, not all organizations may have a big enough diverse population to apply these metrics. Nevertheless, it's important to strive for them. The goal should be to identify areas where racial disparities exist and use that data to drive targeted and effective action to address those disparities.
Diversity metrics examples:
- Percentage of employees from underrepresented groups
- Percentage of women in leadership positions
- Percentage of employees from different racial and ethnic groups
- Percentage of employees with disabilities
- Percentage of employees from underrepresented groups
- Percentage of women in leadership positions
- Percentage of employees from different racial and ethnic groups
- Percentage of employees with disabilities
Companies should develop a DEI report to show how they're doing on these issues and what they're doing to improve. For example, a DEI report can include information like the number of people from different backgrounds who work at the company, how the company is making sure everyone has equal opportunities, and how the company is making sure everyone feels included.
Companies should gather data on their current DEI efforts and initiatives to develop a DEI report. This can include employee demographics, diversity training programs, and employee engagement surveys. They can also gather data by conducting focus groups, interviews, and surveys with employees.
Next, companies should analyze the collected data and identify areas to improve. For example, suppose the data shows that the company has a low percentage of underrepresented minorities in leadership positions. In that case, the company should focus on developing initiatives to increase diversity in leadership.
The company should then develop goals, and action plans to address the identified areas for improvement, track progress, and report on it regularly.
Finally, companies should communicate their DEI report to employees, customers, and shareholders. This will help to demonstrate the company's commitment to DEI and allow stakeholders to hold the company accountable for progress.
It's important to note that DEI is not a one-time effort; it's an ongoing journey that requires companies to be persistent, transparent, and accountable in their approach.
A DEI (Diversity, Equity, and Inclusion) report template is a document that organizations use to evaluate and communicate their progress in creating a diverse, equitable, and inclusive work environment. A DEI report typically includes the following information:
- Demographic data: Information about the diversity of the organization's workforce, including race, ethnicity, gender, age, and other relevant characteristics.
- Recruitment and retention statistics: Data on the diversity of the organization's job applicants and new hires and information on employee turnover rates.
- Employee engagement and satisfaction survey results: Data on how employees feel about the organization's DEI efforts, including their level of engagement and satisfaction with the organization's culture and policies.
- Training and development programs: Information on the types of DEI training and development programs offered to employees and the number of employees who have participated.
- Progress and goals: A summary of the organization's progress towards its DEI goals and any new goals or initiatives that have been established.
- Action plans: The organization plans to take specific steps to improve DEI, such as increasing the diversity of its workforce or implementing new policies and procedures to promote equity and inclusion.
- Metrics: Quantifiable measurements the organization uses to track its progress in DEI.
- Leader's message: A message from the organization's leader(s) regarding their commitment to DEI and the importance of this topic.
It's important to note that the content and format of a DEI report will vary depending on the organization, and some reports may include additional information or sections not listed here.
One example of a good DEI (Diversity, Equity, and Inclusion) report is the annual DEI report published by Salesforce. It includes data on the company's workforce demographics, DEI initiatives, and goals. The report also provides detailed information on the company's progress toward meeting its DEI targets, such as the percentage of underrepresented minorities and women in leadership positions. Additionally, the report highlights the company's partnerships and programs that support DEI, such as its partnership with Girls Who Code and their Employee Resource Groups. Overall, the information is transparent and data-driven and provides a detailed view of the company's DEI efforts.
Example: Salesforce: Workforce Diversity and Inclusion in 2022
Sopact Impact Cloud is a comprehensive DEI software that helps organizations understand their DEI priorities, develop clear strategies, and personalize their approach based on gender and racial equity goals. It uses surveys and data collection to gather information from HR and the supply chain and then uses a business intelligence platform to align learning objectives with the data.