Free DEI Dashboard (Complete Guide)

DEI dashboards serve as the frontier of innovation for organizations that seek to knit diversity, equity, and inclusion into the culture of their organization. These tools are not mere data collection tools; they are the lenses through which companies can measure, track, and improve their DEI metrics.

Diversity, equity, and inclusivity (DEI) dashboards cover everything from the granular aspects of workforce demographics to the broader issues of pay equity and employee engagement, and they represent the true nature of an organization’s commitment to diversity and inclusivity.

The main advantage of DEI dashboards is that they can transform raw data into actionable information. These dashboards provide a narrative that is not just a concept, but a visual storyline of the progression of DEI initiatives over time. This helps in a more refined understanding of where a company is headed and what areas it needs to pay more attention to create an inclusive environment.

Components of a DEI dashboard

At the core of a DEI Dashboard, three critical components converge to offer a holistic view of an organization’s DEI landscape: diversity metrics, equity indicators, and inclusion indicators. Each is different, and they contribute to an inclusive future for organizations.


Diversity metrics: Metrics that overview the firm’s workforce composition. By monitoring data across race, gender, age, and other demographics, these statistics give a picture of the diversity—or lack of it—in the company. 

This inclusive summary shows the present situation of diversity and provides a basis for the focus on diverse recruitment and retention strategies to create a more diverse team.

Equity indicators: Assess the fairness of organizational practices, critical areas such as pay equity, promotion rates and development opportunities. These indicators show that there may be discrepancies within the organization that can be used to map out policies and practices that guarantee equality for all employees. By scrutinizing these metrics, companies can address systemic inequalities and foster a culture of equity.

Inclusion Metrics collected from employee survey data on inclusion, belonging, and engagement indicate the success of the organization’s inclusion initiatives. These metrics give the management an in-depth understanding of how the employees perceive their work environment. 

This way, it is possible to identify the areas where the organization is doing well and lacking in creating a sense of belonging. Through the employee experiences, organizations can improve their DEI initiatives, which will create a generation where every individual will feel valued and included.

The components listed above form the pillars of a DEI Dashboard geared toward the holistic assessment of DEI efforts in an organization. 

On-going monitoring and analysis allow companies to detect improvement areas, track progress, and drive significant change toward a more diverse, equitable, and inclusive workplace.

Designing your DEI dashboard

The DEI dashboard creation process comprises a thorough platform selection, data collection, and data visualization. Each step is critical in ensuring your dashboard accurately portrays your organization’s DEI landscape and leads to effective actions.

Choosing the right platform: 

To create your DEI dashboards, Google Sheets or Microsoft Excel are both be good tools to begin your journey. Each platform provides a complete suite of data management and visualization tools without requiring extensive technical skill sets. Google Sheets offers live collaboration suitable for teams to work together easily. Excel, well-known for its excellent data processing features, can work with complicated datasets and do in-depth analysis. The platform choice should consider the organization’s particular needs, like the size of DEI data, the level of analysis complexity, and the accessibility for team members.

Data collection & integration: 

Data collection on DEI is a key element of dashboard making. Identify the main data points that match your DEI objectives, e.g. demographic information, equity metrics and inclusion survey results. Ensure the accuracy of your data through establishing clear data collection protocols and updating the datasets to ensure the most recent information is captured. 

Making your dashboard functional by integrating different data sources may demand data cleaning and formatting to ensure uniformity across all the metrics. Prioritize data privacy and ethical issues by anonymizing sensitive data and ensuring you have permission for data use.

Visualization techniques:

Visualization is a crucial element in transforming the data on DEI into actionable insights. Use charts, graphs, and color coding to enhance your data and make it more comprehensible and attractive. Pie charts and bar graphs can depict demographic breakups and show diversity metrics. Line graphs can plot progress through time, such as the pay equity gap closing or employee engagement scores. Color coding can also make it easier to read, differentiating the demographic groups with different colors or highlighting issue areas with distinct colors. 

Seek for clarity and simplicity in your visualizations to guarantee that the data is communicated to all stakeholders clearly and understandably.

Best practices to build a DEI dashboard

Developing a DEI Dashboard is about more than accumulating data. You are also developing a narrative encouraging a more inclusive and equitable workplace. Here are the key practices that will direct you in the process of building an effective DEI Dashboard that is not only informative but also transformative.

  • Start with clear objectives: Clarify the success criteria for your DEI initiatives. Your dashboard needs to address these objectives and focus on metrics showing the results towards these goals. It may be to improve gender balance in leadership roles or to boost employees’ perceptions of inclusivity; your objectives will determine the data you need to monitor.
  • Ensure comprehensive data collection: A DEI Dashboard’s value depends on the quality of data displayed. Ensure you’re recording diverse data metrics—encompassing demographics, pay equity, promotion rates, and employee sentiment. This holistic approach gives you a more comprehensive view of your DEI landscape, which will help you to identify the strong points and those that need improvement.
  • Prioritize data privacy and security: It is important to observe confidentiality while dealing with sensitive DEI data and to ensure you comply with data protection regulations. Anonymize personal information and protect dashboard access by implementing appropriate security measures to maintain data privacy and security.
  • Make it accessible and user-friendly: The best dashboards should be as easy as possible to be understood by all stakeholders. Use simple visuals and avoid technical jargon soto enable insights are understood by everyone, from executives to ordinary workers. This inclusivity in presentation is an affirmation of the DEI principles you are championing.
  • Incorporate benchmarking: To clearly understand your progress, compare your KPIs against industry standards or past performance. This context enables you to convert the raw data into actionable insights and assess where you are and what you need to focus on.
  • Foster stakeholder engagement: DEI Dashboard should not be a stand-alone device. Partner with stakeholders across the organization to get feedback and initiate conversation around the data. Such an approach increases the dashboard’s relevance besides building a common ground for DEI objectives.
  • Embrace continuous improvement: The mission of diversity, equity, and inclusion is a journey. Periodically review and update the dashboard to include new data, changed objectives or changes in organizational mission. This adaptability makes the DEI dashboard a powerful and reliable tool for change.
  • Leverage expert tools and resources: For instance, use tools such as Diversio which provide data-based recommendations and insights that can be customized to improve DEI in organizations. The tool can be used jointly with your dashboard to perform deeper analyses and develop actionable strategies to tackle the identified issues.

Constructing a DEI Dashboard is an important step of DEI becoming a part of your organizational culture at a deeper level. By implementing these techniques, you can guarantee that your dashboard drives meaningful change, guiding your organization to a more diverse, equitable, and inclusive future.

A DEI dashboard, especially through its accessibility, is an essential tool for organizations to visualize, track, and improve their diversity, equity, and inclusion efforts. The dashboards provide an overall perspective of the DEI metrics, helping organizations identify areas of strength and opportunities for improvement. By efficiently using a DEI dashboard, organizations can make well-informed decisions that push meaningful change toward a more equitable workplace environment.

Conclusion

The DEI Dashboard plays a key role in the DEI advancement within the organization. It not only helps to get a clear picture of the current landscape of DEI but also puts in place realistic goals and measures to progress toward them. This way of dealing with DEI tracking proactively creates a culture characterized by transparency, accountability, and continuous improvement.

To extend the scope of your DEI initiatives, you may also explore Diversio, a tool that uses data-driven insights to provide customized solutions to address specific DEI opportunity areas. Integrating tools like the Diversio Platform with your DEI dashboard can be a powerful complement, giving you a complete and effective approach to building an engaged, inclusive, and impactful workplace.

Kate Stone
Kate Stone
Kate Stone leads marketing at Diversio, a technology startup that uses data analytics to help companies and investors unlock diversity for improved performance. Diversio works with clients in 30 countries across the world and has been featured at global events like the G20 and Davos.
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"We needed to slice and dice the data in multiple ways and visualize the data in clear and accessible ways and you know Diversio’s survey and platform ticked all the boxes."
Ekua Quansah
Head of EDI, Canadian Institute for Advanced Research

Diversio helps companies become 43% more profitable and reduce employee turnover by 23%

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