The Need for metrics
In today’s tech and data driven world, metrics are a key factor in the workplace. Senior leaders look to diversity professionals to provide metrics on how their budgets are being spent, and what the results are from their work. Leadership is also looking to understand how diversity professionals' work is helping to achieve strategic goals, such as research innovation, sales to new markets, employee engagement, and improving customer service. Diversity metrics help diversity professionals to show how their work is helping to achieve these goals.
Diversity Dashboard Modules
Our SaaS software solution will be comprised of several modules, each one created around an area of the diversity program. These areas will include:
- Diversity Events
- Diversity Training
- Employee Resource Groups
- Supplier Diversity
- Senior Leadership Engagement
- Diversity Communications
- Employee Demographics
The software will also have a benchmarking feature that allows companies to easily benchmark against organizations of a particular size, region, or industry using the data already in the software.
Founding of the dashboard
The Diversity Dashboard was conceived by Kari Heistad, after more than 20 years of experience in the diversity and cross-cultural fields. The idea was sparked by conversations over the years with clients and other diversity professionals about their challenges in creating and tracking diversity metrics. In 2017 the time was right: with the confluence of increased capabilities of SaaS technology, a need from diversity professionals, and the increased focus of the corporate world on metrics, the idea of the Diversity Dashboard was born. The Dashboard officially launched in January of 2017.
Kari is building a team of people who are passionate about creating diverse and inclusive workplaces that seek to limit discrimination and harassment in the workplace. Our vision is that the Diversity Dashboard will help diversity professionals to better leverage their resources, to show the value of their work, and in turn, be able to advocate more effectively for their programs and the benefits of creating respectful workplaces.