Recent Progress in Analytics Is Helping to Solve Workplace Equality Problems
The issues of racial and gender equality are more important than ever in 2018. Thankfully, big data has the ability to tackle these problems in significant new ways. In almost every organization, it can aid in compliance and hiring.
workplace equality is becoming a growing source of concern
Since the 1980s, workplace equality has garnered a lot of attention. Many people are still concerned about the difference, even though it has narrowed recently, especially since women continue to make 78 cents on every dollar compared to their male counterparts. People who point out that it doesn’t take into account elements like experience, hours spent, and other considerations dispute this figure. It still shows that there is a pay gap between male and female employees, nevertheless.
A contentious document published a few months ago by a former Google worker raised more awareness of the problem. Following this debate, worries about workplace equality have intensified.
The discussion about innovative approaches to addressing gender equality has begun among business executives, campaigners, and regulators across all sectors. They have begun to understand that big data may completely alter the playing field.
What role does big data play in promoting workplace equality?
While the majority of experts have focused on how big data may aid in logistics and marketing, they have also found ways to use data to enhance diverse outcomes. The following list of big data solutions addresses workplace equality issues.
1. Big data tracking of diversity metrics
Google announced something unexpectedly last year. Diversity, according to the corporation, is one of its top priorities. They wanted to monitor how their diversity ratios were improving. To keep track of the number of employees in different demographic groupings, they developed an online tool called the Diversity Tracker. This instrument, according to them, was put in place to increase transparency. Google’s diversity numbers have significantly improved since the company’s founding.
2. Finding more eligible minority applicants by means of Hadoop data mining
Finding minority applicants can be more challenging for businesses in some areas than others. The region frequently brings into question homogeneous demographics.
Employing minority applicants is made simpler for businesses by data mining techniques. Through LinkedIn and other professional networking sites, as well as employment databases, recruiters can access a bigger pool of possible employees using technologies like Greenhouse Recruiting Software.
3. Improved internal complaint monitoring
Google was shocked when the memo was made public. Despite the fact that many of them agreed with some aspects of his assessment, some colleagues were upset at his assertions.
Not nearly as much attention is paid to the majority of discrimination claims. For a variety of causes, from apathy to empathy fatigue, they frequently go unreported. Although employees are allowed to report incidents of racism, diversity officers frequently lose or dismiss these reports.
These reports are simpler to track for auditing purposes, thanks to big data. The chief diversity officer can routinely keep track of complaints to see how many were made and how many were adequately addressed.
Additionally, external audits may require this information. If they are being looked at by the department of labor over claims of institutional discrimination at a company, they might pay special attention to them. Employees who file a civil lawsuit against their employer may also issue a subpoena for the data.
Currently, keeping track of these statistics is optional. But that might alter in the near future.
Frequently asked questions:
What changes is data analysis making in the workplace?
Discovering Non-Traditional Solution. Unexpected insights that would otherwise be missed are hidden inside the data. Analysis of personnel data can produce new results beyond productivity indicators, attrition rates, and clear succession planning. That can occasionally result in substantial savings for an organization.
What impact will analytics have on the future of work?
Big data analytics will only assist firms in making smarter decisions more quickly, enabling them to identify disruptive opportunities as they arise. Obviously, this necessitates the utilization of real-time data streams, which requires a level of data quality discrimination.
What is the role of analytics in the workplace?
Workplace analytics offers a wealth of objective data for making more informed business decisions. Guided exploration dashboards identify potential problem areas, whilst flexible queries provide answers to specific business inquiries, including hiring tactics, new organizational structures, and business plans.
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