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DEI Data Analytics and Metrics Flashcards

6 cards from real DEI practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.

Read the first 6 DEI Data Analytics and Metrics flashcards as text

  1. What is a key legal consideration when collecting employee demographic data for DEI analysis in the US?

    Answer: Collection must be voluntary and stored separately from personnel files

    US best practice and EEOC guidance require that self-identification be voluntary and that demographic data be stored separately from employment decision records.

  2. Which benchmarking source is most appropriate for comparing workforce diversity in a specific US metropolitan area?

    Answer: US Census Bureau American Community Survey data

    The US Census Bureau's American Community Survey provides granular labor market demographic data by geography, making it the standard benchmark for local workforce comparisons.

  3. What is 'cohort analysis' used for in DEI talent analytics?

    Answer: Tracking demographic groups over time to measure retention and promotion equity

    Cohort analysis follows groups of employees hired or promoted at the same time to compare career outcomes across demographic segments over a defined period.

  4. What does 'attrition disaggregation' reveal in DEI workforce reporting?

    Answer: Whether specific demographic groups leave at disproportionately higher rates

    Disaggregating attrition by race, gender, and other dimensions shows whether turnover is concentrated among underrepresented groups, signaling potential inclusion failures.

  5. Which statistical method is used to determine whether observed demographic pay differences are statistically significant rather than due to chance?

    Answer: Regression analysis with significance testing

    Multiple regression analysis with p-value testing controls for legitimate pay factors and determines whether remaining demographic pay gaps exceed random variation.

  6. What is the risk of relying solely on EEO-1 report categories for internal DEI analytics?

    Answer: EEO-1 categories are too broad to capture nuanced representation within groups

    EEO-1 categories like 'Hispanic' or 'Two or More Races' aggregate diverse subgroups, masking disparities within those broad categories.