To create a truly fair and equal workplace, companies should aim to offer the same opportunities to all demographics - whether that's in respect to hiring, promoting, pay raises or accessing L&D opportunities. Fairness of the process graphs are designed to help you identify gaps in how women and ethnic minorities are considered when it comes to:
Promotions
Pay raises
Hiring
Learning and Development
We always look at the proportionality of these decisions over the course of the past 12 months. We take the answers you provide in the Company Assessment and compare those numbers to the same groups who participated in the survey.
💡 Note: The accuracy of this graph will depend on your Survey completion rates, but will generally offer a good indication of how fair the process is at your business.
How to read the Fairness of the Process graph
Example graph showing "Fairness of the process" by gender for Promotion
Using the graphs above as an example, we can determine that:
12% of the total men at this company were promoted in the last 12 months
7% of the total women at this company were promoted in the last 12 months
This resulted in a gap of 5%.
What is proportionality? And how is it calculated?
Proportionality is a really important consideration to make when comparing groups like men and women.
Let's say at any example company:
Men at Acme Inc. = 20 people
Women at Acme Inc. = 100 people
Men who received a promotion = 5 people
Women who received a promotion = 5 people
Although 5 women and 5 men both received promotions, it wouldn't be "fair" to say that 50% of the promotions were of women. A fairer comparison would be (5/100) 5% of the women, versus (5/20) 25% of the men received a promotion.
N.B: For this reason, the two sides of the graph may not add up to 100%.