The Deloitte difference Breadth, experience and talent Deloitte’s Diversity and Inclusion Analytics Tool Diversity management Deloitte has earned the reputation of being one of the most versatile professional services ﬁrms in today’s marketplace. Drawing from its cross-functional experience in audit, tax, consulting and ﬁnancial advisory, Deloitte offers an unmatched made easy range of services that can provide experienced solutions to almost any organizational need. Deloitte has a variety of commercial and federal diversity and inclusion experience, including: • Creating a simulation tool that allowed the EEO Director, HR Director, Recruitment Director, and others within a federal agency to assess the impacts of today's hiring, promotion, and attrition scenarios on the future composition of the workforce. • Developing a program evaluation dashboard for a federal agency that tracks agency workforce data, employee perceptions, and pay-for-performance outcomes to demonstrate where agency processes affect Diversity and Inclusion (D&I) metrics and inﬂuence the agency’s diversity objectives. • Providing EEO performance metrics analysis, reporting, automation, survey research, organizational assessment, and training across various functions and areas of an agency’s Equal Opportunity and Diversity Ofﬁce. Contacts Meenu Arora Carl Bennett Director Director Deloitte Consulting LLP Deloitte Consulting LLP email@example.com firstname.lastname@example.org +1 571 882 5980 +1 202 595 8000 Michael Knight Sophia Zeinu Specialist Master Analyst Deloitte Consulting LLP Deloitte Consulting LLP email@example.com firstname.lastname@example.org +1 571 882 7297 +1 202 758 1803 Copyright © 2011 Deloitte Development LLC. All rights reserved. Member of Deloitte Touche Tohmatsu Limited The federal workforce The Deloitte solution Emerging population trends Four-dimensional D&I analytics The United States is undergoing a rapid demographic shift that is posing new challenges for the federal government. By Deloitte’s solution for federal organizations seeking to improve their diversity and inclusion environment is to provide 2050, minorities are projected to considerably expand their share of the workforce, meaning that federal agencies should federal managers with a four-dimensional view of their organization’s practices and attitudes so that barriers related make long-term preparations today to determine that the federal workforce remains representative of the people it serves. to diversity and inclusion can be identiﬁed. To achieve this end, Deloitte’s Diversity and Inclusion Analytics Tool (DDIAT) merges an agency’s HR data and the results of a climate survey to produce a dynamic dashboard and workforce analysis Percent distribution of the population by race from multiple metrics and attitudinal dimensions. U.S. Census Bureau — Current population report 80% Dimensions measured 70% Demographics Workplace 60% Race Disability Promotions Retention outcomes 50% Age Sex Hires Applicants Pay 40% 30% Favoritism Inclusion GS Level Awards 20% 10% Job Bias nt Harassment Ofﬁce Sub - Ofﬁce Function 0% 2010 2020 2030 2040 2050 White Non-White Employee Department Agency Organizational attitudes levels The case for diversity and inclusion Increased productivity The reduction in collaborative barriers has been shown to result in higher output and quality1. Mission impact Enhanced understanding of clients The more cultural connections an organization has, the more responsive it will likely be to DDIAT features and solutions its clients’ needs2. Information coverage: Interactive dashboard summarizes speciﬁc statistics and benchmarks so that the organization’s Reduced turnover overall D&I status can be monitored. Inclusive work environments can lead to higher job satisfaction and loyalty to the Operational organization2. Barrier diagnosis: Drill-down capability used in conjunction with the climate survey allows barriers within the efﬁciency organization to be isolated and diagnosed. Legal compliance Reduced potential liability and legal costs of addressing claims2. Streamlined EEO reports: Dashboard is enabled to generate and populate multiple federal reporting requirement reports, including MD-715 Tables A&B. 1 As used in this document, “Deloitte” means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a Pitts, David. "Diversity Management, Job Satisfaction, and Performance." Public Administration Review (2009). 2 detailed description of the legal structure of Deloitte LLP and its subsidiaries. Certain services may not be available to attest clients under the rules Mitchell F. Rice in (Diversity and Public Administration: Theory, Issues, and Perspectives; 2010) and regulations of public accounting.