Diversity & Inclusion Analysis

Analyzing diversity metrics and planning inclusive workforce changes

Analyze DEI metrics in Agentnoon and model workforce changes that improve representation and equity.

Prerequisites

IMPORTANT: DEI analysis requires demographic data fields (Gender, Ethnicity, etc.) in your employee data. Without this data, you cannot perform DEI analysis in Agentnoon.

Setup (Admin):

1. Add DEI columns to your HRIS export CSV (e.g., Gender, Ethnicity, Race, Disability Status)

2. Upload data via Data Management > Import Data

3. Go to Data Management > Fields and Attributes to configure field visibility

4. Restrict DEI field access to authorized personnel only

Privacy: Obtain consent before collecting demographic data. Comply with applicable laws (GDPR, EEOC, PIPEDA). Never report on groups smaller than 5 people.

Analyze Current State

In Workforce Hub:

1. Go to Main Org > switch view to Workforce Hub

2. Select a preconfigured chart from the dropdown (e.g., Headcount Distribution Chart)

3. Use the axis dropdowns to configure:

   • X-axis: Department, Job Level, or Location

   • Y-axis: Select your DEI field (Gender, Ethnicity, etc.)

   • Values: Headcount or Percentage

4. Apply filters for focused analysis (e.g., Job Level = Manager+ to see leadership pipeline)

With Spotlight:

1. Go to Main Org > Spotlight > Fields tab

2. Select a DEI field and value (e.g., Gender = Woman)

3. Matching positions highlight across the org chart

Export for deeper analysis: Workforce Hub > Export > CSV for year-over-year comparisons or statistical analysis in Excel.

Common Gaps to Identify

• Low representation at higher job levels (leadership pipeline)

• Drop-off points where underrepresented groups decrease

• Departmental segregation (technical roles underrepresenting certain groups)

• Pay disparities for comparable roles across demographic groups

Model DEI Improvements

Create a DEI scenario:

1. Click + Create Scenario, name it (e.g., "2026 Diverse Hiring Plan")

Add diverse hires:

• Add Position > set DEI fields on the new position (e.g., Gender = Woman) > set a future hire date

Model promotions:

• Edit existing employee position > change Job Level and Salary > set Effective Date

Track impact: Open Workforce Hub within the scenario to see before/after representation changes.

Project Changes Over Time

In your DEI scenario, switch to Forecast view:

1. Set Aggregator to your DEI field (Gender, Ethnicity)

2. Choose Quarterly or Yearly view

3. Apply filters (e.g., Job Level = Manager+) for leadership-specific projections

This shows when you'll reach representation targets.

Pay Equity Analysis

1. In Workforce Hub, create a Table chart: Rows = Gender/Ethnicity, Columns = Job Level, Values = Average Salary

2. Identify roles with significant salary differences by demographic group

3. In a scenario, adjust salaries for underpaid employees and set effective dates

4. Review total cost in the OpEx Panel to budget for equity adjustments

Save Views for Recurring Reporting

1. Configure DEI charts and filters in Workforce Hub

2. Click Views > Save Current View

3. Name it (e.g., "Monthly DEI Dashboard") to reload quickly for consistent reporting

Export for presentations: Export > PowerPoint (org chart with DEI highlights) or CSV (detailed compliance data).

Related Resources

• Workforce Hub Charts

• Scenario Creation

• Forecast View

• Fields and Attributes