HR Diversity & Retention Dashboard

Hover over the dashboard to explore interactive features.

About this project

In many organizations, HR departments face challenges in managing and analyzing workforce diversity, compensation, retention, and turnover. Key questions that need addressing include:

  • How diverse is the workforce in terms of gender, age, and ethnicity?
  • Are salary and bonus distributions fair and equitable across departments, job levels, and demographics?
  • What are the trends in employee retention and turnover, and how do they vary across different departments and regions?

This HR Dashboard is designed to provide a comprehensive view of workforce diversity, compensation, retention rates, and employee turnover, empowering HR teams to make data-driven decisions to improve employee satisfaction and organizational performance.

Solution Approach

The HR Analysis Dashboard was developed using two key datasets: Employees and Job Level. These datasets were combined to provide a comprehensive overview of workforce diversity, compensation distribution, and retention trends. The dashboard is split into two key views: Workforce & Compensation and Retention & Turnover, allowing HR teams to easily navigate and explore these crucial aspects of workforce management.

With filtering options by region, department, job level, and gender, the dashboard provides HR professionals with an easy-to-use tool to drill down into specific metrics and identify areas of improvement in diversity initiatives, compensation fairness, and retention strategies.

Data Sources and Development Process

The dashboard was built using two key datasets:

  1. Employees Dataset: This dataset includes essential information on the workforce, including employee demographics (gender, age, ethnicity) and regional distribution. It allows for a detailed analysis of diversity and workforce representation across departments and regions.
  2. Job Level Dataset: This dataset contains information on salary and bonus structures based on job levels across different departments. It helps in analyzing compensation fairness and patterns, enabling HR teams to compare pay scales and bonuses across various job functions.

I used these datasets to create a comprehensive HR dashboard in Power BI, ensuring that all data points are visually accessible and easy to interpret. The dashboard includes drill-down capabilities for HR teams to analyze specific data points, track trends over time, and make data-driven decisions.

Key Insights from the Dashboard

Several key insights emerge from analyzing the dashboard:

  1. Workforce Demographics: The dashboard shows that the workforce is more female (53.96%) than male (46.04%), with most employees identifying as Latino. The age group distribution shows that employees aged 40-49 form the largest group, highlighting a workforce that trends toward mid-career professionals. These insights are critical for shaping recruitment and diversity strategies.
  2. Compensation Distribution: The average annual salary across the workforce is $112K, with an average bonus rate of 9%. A breakdown by department shows significant variations, with Board Members and Marketing employees having the highest average salaries and bonuses, while departments like Accounting and IT show lower averages. This suggests areas where pay equity might need attention.
  3. Retention and Turnover Trends: The retention rate is at 81%, while turnover stands at 19%. Retention trends over time indicate periods of fluctuation, particularly between 2016 and 2018, where there was a slight drop in retention. Identifying these trends allows HR to examine why certain periods experienced higher turnover and take corrective actions.
  4. Salary and Retention Correlation: The dashboard reveals an interesting trend where higher-paying departments, such as Strategy, experience lower retention, while lower-paying departments, like Research & Development, show strong retention rates. This suggests that factors beyond salary—such as job satisfaction, team culture, and growth opportunities—could play a key role in employee retention.
  5. Retention by Demographics: Employees aged 40-49 have the highest retention rates, while those under 30 show significantly lower retention. This suggests younger employees may need more attention in terms of engagement and retention strategies. The dashboard allows for further breakdowns by gender, ethnicity, and department, helping HR teams pinpoint any retention disparities.

Recommendations for HR Teams

Based on the insights derived from the dashboard, here are the key recommendations:

  1. Enhance Diversity and Recruitment Strategies: While the gender split is fairly balanced, there is room for improvement in ethnic diversity. HR teams should focus on developing more inclusive recruitment strategies to increase diversity across departments and ensure representation in leadership roles.
  2. Address Retention for Younger Employees: With retention rates lower among employees under 30, HR should implement engagement strategies such as mentoring, career development programs, and tailored benefits to improve retention among younger workers. Understanding what drives this group can help improve long-term retention.
  3. Focus on Non-Salary Retention Drivers: The data indicates that higher-paying departments, like Strategy, experience lower retention rates. HR teams should look beyond salary and focus on non-monetary factors such as employee engagement, work-life balance, and professional development to improve retention in these areas.
  4. Monitor Retention Trends and Act Proactively: The fluctuations in retention over time suggest that some periods may need more targeted interventions. By closely monitoring retention rates and conducting regular employee surveys or exit interviews, HR can address issues before they lead to high turnover.

Scroll to Top