By Travis Hatfield

Hi everyone! My name is Travis Hatfield, and I have a passion for Human Resources and data. As someone who has primarily worked in a generalist capacity, for the past few years, I have had the opportunity to meld these two areas of passion together. I'm looking to give back to our career industry and help others unlock the ability to make data-driven decisions.

Beginning to use people data to discover insights!  

Analytics and data analysis can only be completed when you have a problem to solve, elsewise you are spending a ton of time pulling data together with no direction in what you are trying to solve.  

One area of HR that is becoming important, and rightfully so, is diversity. There are many reasons why having a diverse workforce is essential, and many organizations agree. The problem is, sometimes the conversation stops there, or the recruitment teams are instructed that they need to increase their diversity outreach.  

An easy exercise

Here is an easy exercise that can help you start using people data to create insights, and from there, you can create an action plan. Follow the steps below, and I will discuss how this helps create those insights.  

  1. Utilize your HRIS to pull current EEO data. If you do not have this, look for a previous EEO-1 report. If you still do not have this data, you may be a smaller organization and can do a self-assessment EEO-1 type of report using the EEO ethnicity and race categories
  2. Aggregate all of the data into a spreadsheet, and then review the US Census data and see if your organization has a close percentage to the national data.
    * If you want to see some insights, you can break down your data by office and utilize the census data by zip code.
  3. Next, you can have a comparison that should reveal how comparable you are to the census data. I like to use charts in excel or through Tableau to display this data, as graphs can be more straightforward for audiences when presenting.  

While not exact, it's a good start

The census data is not going to give 100% exact data for what you need, however, it will provide you with a beginning to start utilizing your HR data against national census data to make insights. What the census data does not do, especially from the quick facts tables, is differentiate who is 18+, which may be required for your organization's positions.  

I would love to continue the discussions in what you are finding and how you plan to make a strategy from this data!

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