DEI comprises a number of different dimensions, from gender to race to age and more, as well as the intersections of those dimensions. Today we’re talking about one of the oldest and most important DEI goals – gender diversity – and how our Gender Report can help.
The demographic data in your ATS, if it exists at all, is spotty at best. Basing strategic DEI decisions on your ATS’s incomplete or inaccurate data isn’t the best approach. Maybe you don’t know how spotty ATS demographic data tends to be. Or maybe you’ve resigned yourself to living without accurate gender insights. Regardless, gender diversity is critical to many DEI strategies, and forward-thinking companies are doubling down on it.
According to a 2023 survey conducted by Goodtime.io, 26% of talent acquisition leaders say that making DEI a measurable priority has been a core focus area for them. But that’s hard to do with insufficient data.
The problem: Unreliable data on gender
Many applicants choose not to respond to voluntary self-identification questions, or they’re not comfortable being honest about their identity. It’s why self-reported EEOC data is notoriously incomplete and inaccurate.
If only half of your applicants answer EEOC questions and not all of them feel comfortable being truthful, it’s impossible to gauge gender representation. Besides, not all countries even allow these types of questions.
Data integrity and accuracy are of the utmost importance to us at Datapeople, so we don’t use self-reported EEOC data. Instead, we use a gender inference model that analyzes your entire pipeline in aggregate. We don’t try to identify each individual’s gender, which is impossible even with someone’s full name, or go beyond a binary view of gender. But we can predict the gender makeup of your entire candidate pool using first names and our global probability model – with over 90% accuracy. That’s a lot better than using unreliable answers from half of your applicants.
Without a reliable and robust recruiting data set, it’s nearly impossible to make real DEI progress. But if you can reliably see the gender breakdown at every stage of your funnel, you can see clearly what hiring stages, departments, office locations, or other variables are possibly unfair or exclusionary.
With that information, you can pinpoint where you need to make changes. It could be more inclusively written and consistent job posts (if application rates vary significantly). It could be more diverse interview panels (if there’s drop-off after the assessment stage). Or it could be more flexible working arrangements (if offer acceptance rates vary).
The solution: Datapeople Insights’ Gender Report
Our Gender Report shows gender representation at each stage of your hiring funnel so you can optimize for fairness.
Questions you can confidently answer with the Gender Report:
- At what rate do males and females each pass through our hiring funnel and turn into hires?
- In what stages are there significant differences between male and female pass-through rates?
- Do pass-through rates vary depending on department, office location, seniority level, or other variables?
…and many more.
How those insights help you:
- Achieve your DEI goals: While attracting a diverse candidate pool is a crucial first step, hiring a diverse workforce requires you to root every stage of the hiring process in fairness. And it’s exactly what Datapeople’s Gender Report is built to do.
- Gain confidence in your data: ATS gender data has gaps. Datapeople uses a gender probability model based on candidate first name that is over 90% accurate and effectively fills in the gaps so you can build a DEI strategy with confidence and measure your progress.
- Build a more inclusive hiring process: Identifying problem areas in your hiring process by tracking gender representation at each stage enables you to pinpoint and fix the areas that may be costing you underrepresented candidates.
Datapeople Insights
With Datapeople Insights, we take the leg work out of recruiting data analysis so you can spend your time doing meaningful work, not manual work. Request a demo to get one step closer to more fair, efficient, and successful hiring outcomes.
