• Solutions
    Find the right mix of expertise to deliver critical Federal & State HR programs and support your agency’s mission.
    Develop solutions to meet any HR challenge, provided by subject matter experts who understand the landscape of federal requirements.
    Get complete visibility of every HR metric across your entire agency with technology tools that help you analyze, share and optimize.
  • Products
    FedHR Navigator is the only HR software built exclusively by and for Federal Government agencies.
    We give you tools that will save time gathering and analyzing data so you can focus on increasing engagement and futureproofing your agency.
  • Resources

    Stay up-to-date with insights on the EconSys blog. Posts cover the latest news, industry insights and trends associated with federal and state government workforces.

    A podcast created to explore some of the biggest workforce challenges faced by federal & state agencies today. 

    Explore how EconSys has helped other federal & state agencies.

    Access in-depth guides, resources and brochures to help get the most out of your workforce.
  • About Us

    Learn about how EconSys started and how we have evolved over the years.

    Learn about how EconSys started and how we have evolved over the years.

    Are you ready to join us? We are always searching for highly skilled professionals with various backgrounds and levels of experience to join our EconSys family.

    Search the current job openings at EconSys.

    Access the GSA Schedules available from EconSys.

Tips for More Effectively Completing Diversity Analysis

Every Federal Government agency and organization conducts annual diversity analysis to meet MD-715 requirements. Despite the annual investment of resources to better understand and address equal employment opportunity gaps, there remain significant gaps that haven’t changed much in recent years, with reports showing representation of women still at only 35% and overall minority representation at 21%

When comparing private and public sector representation, white males make up nearly twice as much of the workforce in government. There is room for improvement, both in federal hiring practices and in the diversity-analysis used to identify these barriers. Below are several tips to explore existing data more thoroughly and identify areas for change. 

Go Deeper than Surface Level Triggers

While all federal agencies must conduct annual MD-715 reporting, few have the resources to delve deeper into the reporting when a potential barrier is identified. Surface-level investigation of the numbers means only obvious cases of under representation are identified, and in those cases, the actual root causes may still be missed. For this reason, it is difficult to make changes that impact these results – one of several reasons diversity remains stagnant in many agencies. It is important to go deeper than what is immediately apparent in these reports.

>>> Download the eBook on How to Shift from Data Gathering to Data Driven Decisions in Your MD-715 Reporting.

Evaluate Based on a Range of Factors

Lack of context is one of the issues with reporting in the way that it is currently conducted. Raw numbers might indicate that there is a gap, but without further investigation, it is hard to know if that gap is significant. For example, if a team of 100 people has 65 white males, it might initially look like a barrier that needs to be addressed, but there are mitigating factors. Where is the organization located? Organizations in Alaska will have starkly different hiring pools than those in large cities on the eastern seaboard. What is the applicant pool for that particular position? Using census data, you can see the demographic breakdown of certain roles and positions as a whole. If an applicant pool is not diverse to start, it adds additional challenges to representation in the workforce. 

Whether these factors are considered mitigating or are simply context to the overall reporting, it is important to know who is applying and where they are located before identifying and trying to adjust for perceived gaps.

Conduct Technology-Supported Barrier Analysis

Due to issues that arise from surface-level evaluation of triggers in MD-715 reporting, and because of things like contextual demographics, it is difficult for a human resources specialist with limited time and resources to thoroughly evaluate data. Barrier analysis using technology tools allows you to delve much deeper and better understand the factors that have an influence on the hiring process.

Using an algorithm-based tool, it is possible to identify any of thousands of potential triggers in the hiring and performance cycle including: 

  • The applicant pool
  • The hiring process
  • The resume evaluation process
  • Interviews and hiring staff
  • Performance management
  • Internal recruiting and promotions

Any of these factors can have an influence on who is considered, hired, or promoted within an organization, impacting the diversity of that organization. 

EconSys Diversity Analysis Solutions are designed to provide this level of context, providing the framework for efficient MD-715 reporting and the tools for in-depth analysis of those reports every year. Learn more about diversity analysis here or download our eBook, How to Shift from Data Gathering to Data Driven Decisions in Your MD-715 Reporting.