Using Diversity Analytics

Diversity Charts

The system provides two pivot grids with different ways of looking at diversity information:

• Applicant Diversity Overview: This pivot grid counts each included applicant just once, regardless of how many times the applicant has applied. You can see applicant data for all four diversity types at once, or you can drill down for a closer look at a specific diversity type.

• Diversity by Application: This pivot grid counts each application separately, so an applicant who applies for multiple jobs is counted once for each application. (However, if an applicant has more than one application for a single job opening, only the most recent application is counted.) This pivot grid shows one diversity type at a time and provides prompts so you can change which diversity type is displayed.

Access both charts from the Diversity Analytics Pagelet on the Recruiting Home page.

Effective Dated Diversity Data

Disability and veteran statuses are both effective dated. Gender and ethnicity data is not effective-dated.

The two pivot grids handle the effective-dated data differently:

• The Applicant Diversity Overview pivot grid always shows current applicant data. This is appropriate for an analysis of applicants (rather than applications).

• The Diversity by Application pivot grid uses the disability and veteran information from the time of the most recent disposition change. This architecture supports the ability to analyze the diversity of your applicant pool at different stages of the recruiting process. For example, you can compare the diversity of all applicants who apply versus the diversity of applicants who reach the interview phase, the offer phase, and the hiring phase. This analysis involved drilling down to view the data by disposition.

  See Diversity By Applications Pivot Grid

Notes on Specific Diversity Values

This list provides important information about certain diversity values that appear in the charts:

• Multiple Ethnicities: An applicant with more than one ethnic group is classified as Multiple in the diversity analytics charts.

• Disability Data: An applicant who does not have data in the USA-specific Section 503 Disability Status section of the Create Applicant page: Eligibility & Identity Tab is still considered disabled if the non-country specific Disability check box is selected on that same page.

• Not Indicated or Unknown Diversity Data: The labels Not Indicated (for disability, ethnicity, and veteran status) and Unknown (for gender) are actual database values that are delivered by PeopleSoft.

Loading Diversity Data

The pivot grids for diversity analytics do not read data directly from the main recruiting tables. Instead, two Application Engine processes load diversity data into dedicated analytics tables:

• The Refresh Diversity Analytics process (HRS_PG_DA) loads data for the Applicant Diversity Overview pivot grid.

• The Refresh Application Diversity process (HRS_DA_APPLICATION) loads data for the Diversity by Application pivot grid.

When you run this process, you can specify the date range for the data to be loaded. Applicants are loaded if they submitted applications with or without a job opening in the specified date range. However, the process does not load applicant data for:

• Applications in Draft status.

• Applications in Withdrawn status with a reason of Candidate Withdrawn.

• Applications in Inactive status.

• Applicants in Inactive or Queued status.

Date Range for Applicant Selection

General Pivot Grid Functionality

Pivot grids are a feature of PeopleTools. For general information on setting up and using pivot grids, see PeopleTools: Pivot Grid. This topic does not discuss the generic pivot grid page controls such as the Rows and Columns controls or the Options icon in the top right corner.

Chart

When the page first opens, it displays a bar chart with four types of diversity data: Disability, Ethnicity, Gender, and Veterans (veteran status). The bars for each diversity type are clustered together, creating the effect of four bar charts side-by-side.

When all four diversity types are displayed, mouseover text can help you match data bars to the labels in the legend. Hover over a bar to see the label, or hover over a label to highlight the associated bar.

Use standard pivot grid controls to change the chart to a line chart or a horizontal bar chart.

Prompts

Filters

For the first two filters, Diversity Value and Diversity Type, you apply the filter by clicking the link for a single value. For all other filters, there are check boxes next to the values, and you can select multiple values to include in your data set.

An explanation of the counts that appear next to each filter value appears after this list of filters.

Understanding the Counts That Appear Next To Filter Options

In the Applicant Diversity Overview chart, the counts that appear next to the filter options do not necessarily correspond to the number of applicants who have a particular attribute. This peculiarity is related to the fact that the underlying table stores data by job application rather than applicant. This architecture enables you to review diversity data based on job-related criteria—for example, you can look at applicant diversity for specific departments or recruiting locations.

To understand how the filter counts work, consider the example of Maya Hill, who submitted three applications. The analytics table therefore has three rows of data for Maya. Maya’s diversity information is included in the chart as long as any of her three applications meet your filtering criteria.

In the bar chart on the right frame of the page, each diversity type counts Maya just once, regardless of how many applications she submitted. That is, Maya is counted as one female, not three, even though she has three applications, as shown in the following illustration.

This example illustrates the Applicant Diversity Overview pivot grid for a data set that includes one applicant with three applications. The chart shows one applicant for each diversity type.

Although the chart counts Maya once per diversity type, the counts that appear in parentheses next to filter values count each of Maya’s applications and each of Maya’s diversity types. The following table summarizes how this works. The Example column refers to Maya’s three applications as shown in the previous illustration.

Reviewing Detailed Data

If you drill down into the chart, you can access a grid that displays the source data. The grid lists job applications, so individual applicants can appear more than once.

The grid that appears on-screen when you drill down into the chart shows a maximum of 100 rows. To view the complete data set, use the standard pivot grid export option by clicking the Options icon in the top right corner of the chart. The export is limited to data that falls within the date range you specify in the Prompt fields, but all other filter criteria is ignored.

General Pivot Grid Functionality

Pivot grids are a feature of PeopleTools. For general information on setting up and using pivot grids, see PeopleTools: Pivot Grid. This topic does not discuss the generic pivot grid page controls such as the Rows and Columns controls or the Options icon in the top right corner.

Chart

When the page first opens, it displays a bar chart showing gender information for applications that were submitted in the last month. Use standard pivot grid controls to change the chart type, to drill down into the chart, or to view the underlying data in grid form.

Effective-Dated Diversity Information

Gender data and ethnicity data are not effective dated. The applications that are included in the chart are always associated with the applicant’s current gender and ethnicity data.

Disability and veteran information are effective dated. Each application is associated with the disability and veteran information that was effective as of the most recent disposition change.

For example, Marcus was not disabled on January 15 when he applied for two jobs, Job A and Job B. He passed screening for both jobs, resulting in a disposition change to Screen.

On January 30, while still in the Screen disposition for both jobs, Marcus became disabled, and his new disability information was entered into the system. In spite of this change, the Diversity by Applications chart still shows a Not Disabled value for both applications because Marcus was not disabled at the time of the most recent disposition change. This presentation reflects the fact that Marcus’s disability status is unrelated to his screening results.

In February, Marcus was asked to interview for Job A, and his disposition for that job changed to Interview. At this point, the chart shows a Disabled value for Job A because Marcus was disabled at the time of the most recent disposition change. However, the chart still shows a Not Disabled value for Job B because the Screen disposition has not changed.

In March, Marcus was hired for Job A, so his Job A disposition changed to Hired and his job B disposition changed to Rejected. He was still disabled at the time of these disposition changes, so at this point the chart shows that his disability value for both applications is now Disabled.

Prompts

Filters

To filter the diversity data, select the check boxes next to the values that you want to include. You can select multiple filters to define your data set.

The number next to each filter value is the count of how many applications have that value.

Reviewing Detailed Data

If you drill down into the chart, you can access a grid that displays the source data. The grid lists job applications, so individual applicants can appear more than once.

The grid that appears on-screen when you drill down into the chart shows a maximum of 100 rows. To view the complete data set, use the standard pivot grid export option by clicking the Options icon in the top right corner of the chart. The export is limited to data that meetings the criteria you specify in the Prompt fields, but all other filter criteria is ignored.