Overview

This dashboard shows how diverse the workforce is and how diversity shows up in attrition, succession planning, skills and internal mobility. It is organized into four tabs: Employees Diversity, Attrition and Succession Planning, Skills Distribution and Internal Mobility.

Reading this dashboard

Gender and race — based on Eightfold AI-inferred gender and race, prioritizing the employee's self-declared value when it is provided.

Employee population — diversity counts cover active employees: alumni and invalid employee records (no employee ID) are excluded. Each employee is counted once by profile.

Date range — the date range does not apply to Employees Diversity, Succession Plan or Skills Distribution, which are current snapshots. It applies to Attrition (by period start date) and to Internal Mobility (by application date for applications and by hire date for hires).

Underrepresented minorities (URM) — the underrepresented race categories are American Indian or Alaskan Native, Black, Hispanic, Native Hawaiian or Pacific Islander, and Two or More Races. How URM is determined differs by tab: Employees Diversity uses the employee's ethnically diverse flag; Succession Plan and Internal Mobility use the race categories above; Attrition treats any race other than Asian and White as URM.

Filters — Is Alumni, Business Unit, Job Function, Location Country and Seniority can be applied across the dashboard.

Employees Diversity

Covers the gender and race makeup of the current workforce, overall and by business unit.

Total Employee - All Time

Definition: Total Employee - All Time measures the total number of employee profiles ingested into Eightfold. It gives visibility into the organization's profile data within the platform.

How it is calculated: Counts distinct profiles that have an employee ID.

Note:

• This is an all-time figure and includes alumni profiles unless the Is Alumni filter is applied.
• Drilldown is available by Business Unit, Location Country, Job Function and Is Alumni.

Total Female Employees

Definition: Total Female Employees measures the count of distinct active female employees in the Talent Management platform. It is the headcount figure for female representation across the organization and its sub-segments.

How it is calculated: Counts distinct profiles whose gender is female.

Note:

• Drilldown is available by Location Country, Business Unit and Job Function.

Total Female Employees %

Definition: Total Female Employees % measures the share of active employees who are female, expressed as a percentage. It is the primary gender representation metric on the dashboard.

How it is calculated: Divides distinct female employees by all distinct active employees, multiplied by 100.

Total URM Employees

Definition: Total URM Employees measures the count of distinct active employees who are classified as underrepresented minorities. It is the headcount figure for racial and ethnic representation across the organization and its sub-segments.

How it is calculated: Counts distinct profiles flagged as underrepresented minorities.

Note:

• Drilldown is available by Location Country, Business Unit and Job Function.

Total URM Employees %

Definition: Total URM Employees % measures the share of active employees who are classified as underrepresented minorities, expressed as a percentage. It is the primary racial and ethnic representation metric on the dashboard.

How it is calculated: Divides distinct URM employees by all distinct active employees, multiplied by 100.

Employee Distribution by Gender

Definition: Employee Distribution by Gender shows how the active employee population is spread across gender categories. Each slice is one gender category and shows the count and percentage share of distinct employees in that category.

How it is calculated: Counts distinct profiles grouped by gender.

Note:

• Employees with no gender recorded appear as a separate slice; its size shows how complete gender data is across the employee population.

Employee Distribution by Race

Definition: Employee Distribution by Race shows how the active employee population is spread across racial categories. Each slice is one racial category and shows the count and percentage share of distinct employees in that category.

How it is calculated: Counts distinct profiles grouped by race.

Note:

• Employees with no race recorded appear as a separate slice; its size shows how complete race data is across the employee population.

Employee Diversity by Business Unit

Definition: Employee Diversity by Business Unit is a table of five diversity metrics for each business unit — Total Employees, Total Female Employees, Total Female Employees %, Total URM Employees and Total URM Employees %. It allows side-by-side comparison of gender and racial representation across business units.

How it is calculated: For each business unit: Total Employees counts all distinct profiles; Total Female Employees and Total URM Employees count distinct profiles in that group; the two percentage columns divide each count by Total Employees in the same row and are rounded to one decimal place.

Attrition and Succession Planning

Covers how many employees leave the organization, including female and URM attrition, and how diverse the succession pipelines are.

Attrition

How attrition is calculated — all attrition metrics use the same calculation and differ only in the period and the group measured.

• Attrition % — employees terminated during the period divided by employees active at the start of the period, multiplied by 100, rounded to two decimal places.
• Active at the start of the period — employees whose hire date is before the start of the period and who were not yet terminated at that point (or were never terminated).
• Terminated during the period — employees whose termination date falls within the period.
• Reasons — all terminations are counted, regrettable and non-regrettable alike.
• Female and URM views — the same calculation applied to that group only: both the terminations and the active headcount are limited to the group.
• Date range — applied to the period start date, so a monthly, quarterly or annual bar appears only if its period starts inside the selected range.

Example: If 500 employees were active at the start of March and 15 were terminated during March, Monthly Attrition % for March is (15 / 500) × 100 = 3.00%.

Note:

• These metrics do not work with the Is Alumni filter.

Monthly Attrition %

Definition: Monthly Attrition % measures the rate at which employees left the organization during a given month, relative to the number of employees active at the start of that month.

How it is calculated: Shows Attrition % for each month in the selected range.

Quarterly Attrition %

Definition: Quarterly Attrition % measures the rate at which employees left the organization during a given quarter, relative to the number of employees active at the start of that quarter.

How it is calculated: Shows Attrition % for each quarter in the selected range.

Annual Attrition %

Definition: Annual Attrition % measures the rate at which employees left the organization during a given year, relative to the number of employees active at the start of that year.

How it is calculated: Shows Attrition % for each year in the selected range.

Monthly Female Attrition %

Definition: Monthly Female Attrition % measures the rate at which female employees left the organization during a given month, relative to the number of female employees active at the start of that month.

How it is calculated: Shows Attrition % for each month, limited to female employees.

Quarterly Female Attrition %

Definition: Quarterly Female Attrition % measures the rate at which female employees left the organization during a given quarter, relative to the number of female employees active at the start of that quarter.

How it is calculated: Shows Attrition % for each quarter, limited to female employees.

Annual Female Attrition %

Definition: Annual Female Attrition % measures the rate at which female employees left the organization during a given year, relative to the number of female employees active at the start of that year.

How it is calculated: Shows Attrition % for each year, limited to female employees.

Monthly URM Attrition %

Definition: Monthly URM Attrition % measures the rate at which URM employees left the organization during a given month, relative to the number of URM employees active at the start of that month.

How it is calculated: Shows Attrition % for each month, limited to URM employees (any race other than Asian and White).

Quarterly URM Attrition %

Definition: Quarterly URM Attrition % measures the rate at which URM employees left the organization during a given quarter, relative to the number of URM employees active at the start of that quarter.

How it is calculated: Shows Attrition % for each quarter, limited to URM employees (any race other than Asian and White).

Annual URM Attrition %

Definition: Annual URM Attrition % measures the rate at which URM employees left the organization during a given year, relative to the number of URM employees active at the start of that year.

How it is calculated: Shows Attrition % for each year, limited to URM employees (any race other than Asian and White).

Succession Plan

How succession pipelines are counted — these rules apply to the Succession Plan metrics.

• Pipeline — one succession position. A pipeline is counted once however many successors it has.
• Female or URM successor — a pipeline counts when at least one of its successors is female, or is URM (race in American Indian or Alaskan Native, Black, Hispanic, Two or More Races, or Native Hawaiian or Pacific Islander).
• Snapshot — the date range does not apply.

Pipelines with Female Successors %

Definition: Pipelines with Female Successors % measures the share of succession pipelines that have at least one female successor, expressed as a percentage. It reflects the gender diversity of the leadership pipeline.

How it is calculated: Divides distinct succession positions with at least one female successor by all distinct succession positions, multiplied by 100.

Pipelines with URM Successors %

Definition: Pipelines with URM Successors % measures the share of succession pipelines that have at least one URM successor, expressed as a percentage. It reflects the racial and ethnic diversity of the leadership pipeline.

How it is calculated: Divides distinct succession positions with at least one URM successor by all distinct succession positions, multiplied by 100.

Pipelines with Diverse Successors

Definition: Pipelines with Diverse Successors brings the two succession diversity metrics into one table split by business unit, so it is possible to spot which parts of the organization build a more or less diverse leadership bench than the overall figures on the cards.

How it is calculated: For each business unit: Pipelines With Female Successors % and Pipelines With URM Successors %, each calculated as above for that business unit and rounded to one decimal place.

Skills Distribution

Covers how the skills held by employees are distributed by gender and race.

How skills are counted — these rules apply to both tables.

• Skills come from employee skills joined to role skills.
• Each employee is counted once per skill they hold, so an employee with five skills appears in five rows.
• Employees with a gender or race other than the columns shown are included in Total Employees only.
• The date range does not apply; these are current snapshots.

Gender Distribution - Employee Skills

Definition: Gender Distribution - Employee Skills is a table showing the gender composition of employees for each skill. It helps identify gender imbalances across the skill landscape, for example whether certain technical or leadership skills are held disproportionately by one gender.

How it is calculated: For each skill: Total Employees (distinct profiles), Total Female Employees and Total Male Employees.

Note:

• Drilldown is available by Location Country, Business Unit, Job Function and Seniority.

Race Distribution - Employee Skills

Definition: Race Distribution - Employee Skills is a table showing the racial composition of employees for each skill. It helps identify racial imbalances across the skill landscape.

How it is calculated: For each skill: Total Employees (distinct profiles), then the distinct profiles who are Black, Asian, Hispanic, Native Hawaiian or Pacific Islander, American Indian or Alaskan Native, Two or More Races, or White.

Note:

• Drilldown is available by Location Country, Business Unit and Job Function.

Internal Mobility

Covers internal applications and hires, including female and URM representation, and where they happen.

How internal applications and hires are identified — these rules apply to every Internal Mobility metric.

• Internal application — an application is internal when it is marked internal and does not come from SuccessFactors/SAP, or when it comes from SuccessFactors/SAP and its source type contains "internal" or "employee". Each application is counted once.
• Exclusions — applications from the sourcing system, applications on Sourcing Pipeline positions, applications from external candidates and external system sources are excluded.
• Hires — an internal hire is an internal application with a recorded hire date.
• Dates — application metrics are filtered by application submission date; hire metrics and the hires table are filtered by hire date.
• URM — applicant race is American Indian or Alaskan Native, Black, Hispanic, Two or More Races, or Native Hawaiian or Pacific Islander. Percentage cards divide by all internal applications (or hires), so applicants of other races stay in the denominator.

Internal Applications

Definition: Internal Applications measures the count of distinct applications submitted by internal employees within the selected date range. It helps TA teams track the volume of internal job movements and how engaged employees are with internal opportunities.

How it is calculated: Counts distinct internal applications.

Internal Female Applications

Definition: Internal Female Applications measures the count of distinct internal applications submitted by female employees within the selected date range.

How it is calculated: Counts distinct internal applications where the applicant's gender is female.

Internal Female Applications %

Definition: Internal Female Applications % measures the percentage of internal applications submitted by female employees out of all internal applications within the selected date range.

How it is calculated: Divides distinct internal applications from female employees by all distinct internal applications, multiplied by 100 and rounded to two decimal places.

Internal URM Applications

Definition: Internal URM Applications measures the count of distinct internal applications submitted by employees from underrepresented minority groups within the selected date range.

How it is calculated: Counts distinct internal applications where the applicant's race is in the URM categories.

Internal URM Applications %

Definition: Internal URM Applications % measures the percentage of internal applications submitted by URM employees out of all internal applications within the selected date range.

How it is calculated: Divides distinct internal applications from URM employees by all distinct internal applications, multiplied by 100 and rounded to one decimal place.

Internal Hires

Definition: Internal Hires measures the count of distinct internal applications that resulted in a hire within the selected date range. It tracks successful internal mobility placements.

How it is calculated: Counts distinct internal applications with a recorded hire date, filtered by hire date.

Internal Female Hires

Definition: Internal Female Hires measures the count of distinct internal hires of female employees within the selected date range.

How it is calculated: Counts distinct internal hires where the applicant's gender is female, filtered by hire date.

Internal Female Hires %

Definition: Internal Female Hires % measures the percentage of internal hires that were female employees out of all internal hires within the selected date range.

How it is calculated: Divides distinct internal hires of female employees by all distinct internal hires, multiplied by 100 and rounded to two decimal places.

Internal URM Hires

Definition: Internal URM Hires measures the count of distinct internal hires of employees from underrepresented minority groups within the selected date range.

How it is calculated: Counts distinct internal hires where the applicant's race is in the URM categories, filtered by hire date.

Internal URM Hires %

Definition: Internal URM Hires % measures the percentage of internal hires that were URM employees out of all internal hires within the selected date range.

How it is calculated: Divides distinct internal hires of URM employees by all distinct internal hires, multiplied by 100 and rounded to two decimal places.

Diverse Internal Applications - Position Location Country

Definition: Diverse Internal Applications - Position Location Country is a table of internal application volume and diversity by the country of the position, so teams can spot geographic differences in internal mobility.

How it is calculated: For each position location country: Applications (distinct internal applications), Female Applications and URM Applications.

Note:

• Filtered by application submission date. Countries with no internal applications are not shown.

Diverse Internal Hires - Position Location Country

Definition: Diverse Internal Hires - Position Location Country is a table of internal hires and diversity by the country of the position, so teams can spot geographic differences in internal hiring outcomes.

How it is calculated: For each position location country: Hires (distinct internal applications with a recorded hire date), Female Hires and URM Hires.

Note:

• Filtered by hire date. Countries with no internal hires are not shown.