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You cannot improve diversity you have not measured. This dashboard gives HR teams and DEI leads the data structure and formulas to track representation across the key dimensions — responsibly and with appropriate data protection guardrails.
Workforce Data sheet: employee-level data on department, level, gender, age band, ethnicity category, disability disclosure, career status, tenure, employment type, leadership role, pay band, and promotion history — with a mandatory GDPR/data protection compliance notice. Dashboard sheet: automatically calculates workforce composition by gender (total, % of workforce, leadership count, % leadership), representation by level across L1–L5, and promotion equity across gender groups.
FAQS
Q What does the dashboard measure?
Gender composition of the workforce (total count, percentage of workforce, count in leadership roles, percentage in leadership), representation by level across L1–L5 (total, female/non-binary count, percentage, disability disclosed count), and promotion equity across gender groups (promotion rates by gender, enabling direct comparison). All metrics update automatically when new data is entered in the Workforce Data sheet.
Q Is there a data protection warning about collecting diversity data?
Yes — prominently, at the top of the data input sheet. Collecting diversity data about employees requires a lawful basis under GDPR (and equivalent legislation in each jurisdiction), specific notice to employees, appropriate security measures, and careful consideration of whether disclosure is voluntary. The dashboard includes this warning and a recommendation to seek legal advice before collecting the data.
Q What if our employees have not disclosed characteristics like ethnicity or disability?
The dashboard works with the data you have. Where disclosure rates are low, the relevant metrics will show low numbers and the dashboard will not attempt to calculate representative percentages from insufficient data. The DEI Audit & Action Plan (sold separately) includes guidance on how to improve voluntary disclosure rates over time.
Q Does this dashboard support gender pay gap reporting?
The diversity data it tracks (gender by level and whether promoted) is directly relevant to gender pay gap analysis, but this dashboard does not calculate pay gaps — that function sits with the Compensation Framework & Pay Banding Guide's pay equity audit and the Pay Transparency Policy's gender pay gap reporting framework. The three documents are designed to work together.
You cannot improve diversity you have not measured. This dashboard gives HR teams and DEI leads the data structure and formulas to track representation across the key dimensions — responsibly and with appropriate data protection guardrails.
Workforce Data sheet: employee-level data on department, level, gender, age band, ethnicity category, disability disclosure, career status, tenure, employment type, leadership role, pay band, and promotion history — with a mandatory GDPR/data protection compliance notice. Dashboard sheet: automatically calculates workforce composition by gender (total, % of workforce, leadership count, % leadership), representation by level across L1–L5, and promotion equity across gender groups.
FAQS
Q What does the dashboard measure?
Gender composition of the workforce (total count, percentage of workforce, count in leadership roles, percentage in leadership), representation by level across L1–L5 (total, female/non-binary count, percentage, disability disclosed count), and promotion equity across gender groups (promotion rates by gender, enabling direct comparison). All metrics update automatically when new data is entered in the Workforce Data sheet.
Q Is there a data protection warning about collecting diversity data?
Yes — prominently, at the top of the data input sheet. Collecting diversity data about employees requires a lawful basis under GDPR (and equivalent legislation in each jurisdiction), specific notice to employees, appropriate security measures, and careful consideration of whether disclosure is voluntary. The dashboard includes this warning and a recommendation to seek legal advice before collecting the data.
Q What if our employees have not disclosed characteristics like ethnicity or disability?
The dashboard works with the data you have. Where disclosure rates are low, the relevant metrics will show low numbers and the dashboard will not attempt to calculate representative percentages from insufficient data. The DEI Audit & Action Plan (sold separately) includes guidance on how to improve voluntary disclosure rates over time.
Q Does this dashboard support gender pay gap reporting?
The diversity data it tracks (gender by level and whether promoted) is directly relevant to gender pay gap analysis, but this dashboard does not calculate pay gaps — that function sits with the Compensation Framework & Pay Banding Guide's pay equity audit and the Pay Transparency Policy's gender pay gap reporting framework. The three documents are designed to work together.
