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Deloitte's Diversity and Inclusion Analytics Tool


Diversity management made easy

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									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
• 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.

Meenu Arora                                                       Carl Bennett
Director                                                          Director
Deloitte Consulting LLP                                           Deloitte Consulting LLP                                    
+1 571 882 5980                                                     +1 202 595 8000
Michael Knight                                                    Sophia Zeinu
Specialist Master                                                 Analyst
Deloitte Consulting LLP                                           Deloitte Consulting LLP                                   
+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

                                                                                                                                        Demographics                                                                                                            Workplace
       60%                                                                                                                                                                Race               Disability           Promotions             Retention              outcomes


                                                                                                                                                               Age                   Sex                  Hires               Applicants                Pay

                                                                                                                                                                      Favoritism             Inclusion            GS Level                Awards

       10%                                                                                                                                                                                                Job
                                                                                                                                                               Bias                      nt
                                                                                                                                                                                 Harassment                                     Office              Sub - Office
                        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
              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 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.

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