Yasmin's People & DEI Dashboard for Startups

Yasmin effectively manages her organization by leveraging comprehensive people analytics. Monthly analyses focus on headcount growth and forecasting, providing insights into organizational development and future projections. Quarterly, she evaluates metrics such as span of control, attrition rates, sick days, and vacation trends across departments, enabling data-driven decision-making for team and individual management. Additionally, she emphasizes diversity metrics like gender distribution, women in leadership, and pay equity, creating awareness and fostering a culture of inclusivity and transparency.

Yasmin’s dashboard provides insights into:

– Organizational effectiveness and how it is forecasted for the upcoming months

– Key productivity and retention metrics and how they change over time

– The impact of diversity, equity and inclusion initiatives on the organization


What does this dashboard include?


Headcount & Growth: Headcount is the total number of active employees within an organization at a given point in time, in this case per month. Headcount provides a snapshot of the organization’s workforce size and is typically used for reporting, workforce planning, and organizational analysis.

Tracking it can provide insights into workforce size, growth, and productivity.

Span of control: Number of employees directly managed by a supervisor or manager. Understanding the span of control helps assess the organizational hierarchy and management efficiency.

Sick rates: Sick rate is calculated as the total FTE sick days divided by the total FTE working days to determine the percentage of sick days relative to total working days. This metric provides insight into the health and well-being of a workforce by showing the percentage of time employees are unable to work due to illness relative to their total work capacity.

Vacation days: Total number of vacation days taken by employees, whether compensated or not, over a specific period. Monitoring this metric allows organizations to manage workforce availability and plan for peak times, helping to maintain operational effectiveness.


Attrition rate and exit reasons: The attrition rate is the percentage of employees who have left the organization over a given period. Measuring the attrition rate is crucial for identifying issues related to employee satisfaction, engagement, and organizational culture, which aids in retaining talent and maintaining workforce stability. It helps manage costs associated with recruitment and training, providing insights for effective workforce planning and budget management. Additionally, understanding attrition rates can highlight systemic problems and competitive disadvantages, enabling targeted interventions for improving organizational health and employee development.

Diversity, Equity & Inclusion

Gender distribution: Distribution and changes in gender demographics over a period. Offering insights into gender diversity trends, equality initiatives, and potential areas for addressing gender imbalances within the organization.

Nationality distribution: Refers to the changing composition of employee nationalities within an organization over a specified period. Monitoring this can help an organization understand its diversity levels, and adapt strategies to create a more inclusive workplace.

Gender pay gap: Measures the (unadjusted) difference in compensation between women and men. It is expressed as a percentage that represents how much less, on average, women are paid compared to men. A significant gender pay gap can indicate potential issues with pay equity and discrimination within an organization. It can impact employee satisfaction, retention rates, and an organization’s reputation, and may require policy interventions or strategic HR adjustments.

Gender distribution across the recruiting funnel: Genders of the candidates at various stages of the interview process. Monitoring this metric helps identify potential gender biases or bottlenecks in the interview process and aids in developing more equitable hiring practices.

Promotion rates per gender: Promotion rates per gender is a metric that measures the percentage of employees within each gender group who receive a promotion within a specific period. This metric helps organizations assess and ensure equitable career advancement opportunities for all genders, highlighting any disparities in promotion practices. This metric is essential for monitoring gender equality in career progression and for identifying areas where organizational policies or practices may need adjustment to promote fairness and inclusivity.


What insights can I surface with this dashboard?

Yasmin’s People & DEI Dashboard for Startups empowers people teams to uncover insights into organizational effectiveness, retention of top talent and performers and diversity, equity and inclusion initiatives and their impact on the organization. Through data visualization and analysis, this dashboard enables Yasmin to achieve awareness and transparency within the organization and get the buy-in of the business to drive derived initiatives. 

Creating awareness around gender distribution over time helped Yasmin reveal unseen insights into recruiting and retention biases, affecting the organization’s diversity, equity and inclusion strategy. She noticed that the proportion of female employees leaving the organization has increased significantly in the short term. By raising awareness with robust data, she took action with the department heads facing the highest attrition of female employees to understand the root causes and take the right measures in recruiting and retention practices.

If you want to follow Yasmin’s journey, feel free to connect with her via LinkedIn.

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Why choose peopleIX for people analytics?

Accurate and reliable data: peopleIX’s data health engine spots potential issues or inconsistencies in your data automatically. Easily fix all issues with just one click directly in the peopleIX platform to ensure reliable and accurate data points.

Single-Source-of-Truth: peopleIX is your analytics platform that integrates with HRIS, ATS and other HR data sources. Create your own single-source-of-truth with all people data in one place. No more data silos, no more spreadsheets.

Real-time insights: peopleIX reveals unseen trends and complex relationships in your data. View insights in real-time and get recommended actions so that you can focus on what really matters to you, your people and the business.

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