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How Do You Fare Against Your Competition?

Uncover your organization’s main diversity and retention indicators by gender, ethnicity, tenure, churn risk, internal mobility and participation in management roles. Request data and compare yourself to 3 select competitors.

See a sample report below. 

A Sample Diversity and Retention Analysis

Q1 2021
Employee Breakdown by Gender
Your Company’s Employees
Graph
Competitors' Employees
Graph
Your company and its competitors are quite similar as far as the % of Women in their workforce. Your competitors have 24% Women in the workforce, compared to only 20% at your company.
Employee Breakdown by Race/Ethnicity
Your Company’s Employees
Graph
Competitors' Employees
Graph
Your company and its competitors are similar as far as breakdown by Race/Ethnicity, although your company has less Asian employees (24% versus 29%). Both your company and its competitors have a small % of Black/African American employees (2%).
Average Tenure in Years
By Gender (Yrs)
Graph
By Race/Ethnicity (Yrs)
Graph
Your company’s employees have a longer average tenure compared to its competitors, across both Gender and Race/Ethnicity.
% of High Employee Churn Risk by Gender
[Learn which Gender is more likely to churn within the next 12 months]
Graph
Your company has a significantly lower % of employees with a high churn risk compared to its competitors. In total, your company has 9% of employees with a high churn risk, while its competitors have up to 13% . High churn risk is defined as the likelihood of employees to leave their company within the next 12 months.
% of Employees With a High Churn Risk by Race/Ethnicity
[Learn which Race/Ethnicity is more likely to churn within the next 12 months]
Graph
Your competitors high churn risk is consistently higher across all ethnic groups, with the exception of Black/African American employees who have a greater risk of leaving your company (11%) versus its competitors (6%). High churn risk is defined as the likelihood of employees to leave their company within the next 12 months.
% of High Employee Churn Risk by Tenure by Race/Ethnicity and Women
[Drill down and discover the % of high risk churn for specific tenure ranges ]
By Race/Ethnicity
Women
When comparing ethnicity as a group to your company's competitors, the most significant difference in churn is during the earliest and latest tenures. With the exception of the 5-10 yr bracket, your company's high risk churn is lower than its competitor group. When looking at Women, your company has a significantly lower risk of churn during the first 5 years compared to its competitors. For both your company and its competitors, high churn risk is greatest during the latter tenures in general.
Employee Internal Mobility by Gender
Your Company
Competitors'
We used the number of jobs held for each employee within the company, as a proxy for the level of internal mobility. The more jobs held by an employee, the higher the mobility. At your company, Men had a higher mobility level with 32% of Men with 2 jobs or more compared to 29% of Women. Your company’s competitors had a significantly higher level of internal mobility: 39% of Men and 36% of Women held 2 jobs or more.
Employee Internal Mobility by Race/Ethnicity
[Learn which Race/Ethnicities have moved within the organization and the number of jobs they have held]
Your Company
Competitors'
White employees had a higher level of internal mobility compared to other ethnic groups. Your competitors had a significantly higher level of internal mobility than your company, except for Black/African American employees who had a similar level of internal mobility.
Participation in Managerial Roles by Gender
Gender Distribution in Company
Gender Distribution in Managerial Roles
For your company, when analyzed by gender, we found a fair representation of both Women and Men with a small advantage to Women. For your competitors the findings were very similar. For your company, we found that only white employees had a greater share of managerial roles than their share in the workforce.
Participation in Managerial Roles by Race/Ethnicity
Your Company
Competitors'
At your company, White employees had a significantly higher share in managerial roles than their share in the workforce. Conversely, Asian employees had a smaller share in managerial roles than their share in the workforce. Your competitors show similar patterns.

Analysis Summary

Breakdown by Gender

Your company and its competitors are quite similar as far as the % of Women in their workforce. Your competitors have 24% Women in the workforce, compared to only 20% at your company.

Breakdown by Race/Ethnicity

Your company and its competitors are similar as far as breakdown by Race/Ethnicity, although your company has less Asian employees (24% versus 29%). Both your company and its competitors have a small % of Black/African American employees (2%).

Average Tenure by Gender and Race/Ethnicity

Your company’s employees have a longer average tenure compared to their competitors, across both gender and race/ethnicity.

% of High Employee Churn Risk by Gender

Your company has a significantly lower % of employees with a high churn risk compared to its competitors. In total, your company has 9% of employees with a high churn risk, while its competitors have up to 13% . High churn risk is defined as the likelihood of employees to leave their company within the next 12 months.

% of High Employee Churn Risk by Race/Ethnicity

Your competitors high churn risk is consistently higher across all ethnic groups, with the exception of Black/African American employees who have a greater risk of leaving your company (11%) versus its competitors (6%). High churn risk is defined as the likelihood of employees to leave their company within the next 12 months.

% of High Employee Churn Risk by Tenure by Race/Ethnicity and Women

When comparing ethnicity as a group to your company's competitors, the most significant difference in churn is during the earliest and latest tenures. With the exception of the 5-10 yr bracket, your company's high risk churn is lower than its competitor group. When looking at Women, your company has a significantly lower risk of churn during the first 5 years compared to its competitors. For both your company and its competitors, high churn risk is greatest during the latter tenures in general.

Internal Mobility by Gender

We used the number of jobs held for each employee within the company, as a proxy for the level of internal mobility. The more jobs held by an employee, the higher the mobility. At your company, Men had a higher mobility level with 32% of Men with 2 jobs or more compared to 29% of Women. Your company’s competitors had a significantly higher level of internal mobility: 39% of Men and 36% of Women held 2 jobs or more.

Internal Mobility by Race/Ethnicity

White employees had a higher level of internal mobility compared to other ethnic groups. Your competitors had a significantly higher level of internal mobility than your company, except for Black/African American employees who had a similar level of internal mobility.

Participation in Managerial Roles By Gender

For your company, when analyzed by gender, we found a fair representation of both Women and Men with a small advantage to Women. For your competitors the findings were very similar. For your company, we found that only white employees had a greater share of managerial roles than their share in the workforce.

Participation in Managerial Roles by Race/Ethincity

At your company, White employees had a significantly higher share in managerial roles than their share in the workforce. Conversely, Asian employees had a smaller share in managerial roles than their share in the workforce. Your competitors show similar patterns.

About the Data

In order to help increase the representation of diverse talent in the recruitment pipeline, Talenya has built a database of close to 1 Billion profiles. These profiles are captured from public sources in real-time, enriched and intelligently analyzed by Talenya’s AI algorithms. 

Talenya Diversity AI ™

Using a suite of proprietary unbias algorithms, Talenya Diversity AI™ is able to predict the gender and ethnicity of these profiles to a 98% accuracy.

3 Competitors

3 competitors were selected from a list to benchmark the company's diversity results. The data from all 3 competitors was collected and is presented in an aggregated form.

Roles Evaluated

This report uses office and corporate based roles only.

High Churn Risk %

Talenya has built an algorithm that predicts employee churn based on more than 30 data points that signal a likely-hood to change jobs. High churn risk is associated with employees if the predicted churn is within 12 months.

Disclaimer:

Talenya’s analysis is based on the aggregation of publicly available data. We believe that our data provides a fair representation of employee data in the companies analyzed, and hence,  a fair representation of the main diversity indicators. However, some company employees may not have enough public data that can be used for our analysis. Therefore, our analysis is by no means inclusive of all company or competitors’ employee data.

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Disclaimer: All applications are subject to approval by Talenya Inc. This offer does not apply to private recruiters, agencies, or staffing companies.

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