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Dashboard Overview
Total Employees
0
+12% from last year
Male Employees
0
53.5% of total
Female Employees
0
46.5% of total
Solo Parents
0
5% of total
Overall Data Summary
Senior management lacks female representation, indicating a glass ceiling effect. Workforce has 72 females and 70 males, with females outnumbering males. Female promotion rates lag behind males, suggesting potential bias in advancement. Tech roles show gender imbalance with females concentrated in admin functions. Leadership has 45 females vs 32 males, showing female dominance. Female turnover exceeds male rates, indicating need for retention strategies. Current headcount of 99 is projected to decline -0.25% yearly to 119.70. Few females participate in leadership training, showing persistent enrollment gaps. Males earn more on average, requiring critical pay gap review. Maternity leave is widely used while paternity is rarely taken, indicating cultural issues. Male-to-female ratio is imbalanced, favoring males and requiring targeted recruitment. Females earn 234.23423 vs males at 124.2354 with a pay gap of 109.99883. Females report lower job satisfaction due to insufficient growth opportunities.
Employee Growth Over Years
Insight: Demonstrates consistent workforce expansion from 2020 to 2024 with an average annual growth rate of 12%. This upward trend reflects the company's strategic expansion and sustained business development.
Gender Distribution
Insight: Shows balanced male-female representation (53.5% male, 46.5% female), indicating strong gender diversity. The near 50-50 distribution reflects inclusive hiring practices and equal opportunity employment.
Department Breakdown
Insight: Operations leads as the largest department (28%), followed by Sales (22%) and IT (18%). This distribution is characteristic of service-oriented organizations with significant operational and customer-facing functions.
Age Distribution
Insight: The majority of the workforce falls within the 26-35 age bracket (45%), followed by the 36-45 group (28%). This youthful demographic provides strong potential for innovation and supports long-term succession planning strategies.
Education Attainment Levels
Insight: 68% of employees hold bachelor's degrees, with 18% having advanced master's qualifications. This high educational attainment supports the organization's skilled workforce requirements and cultivates a strong professional development culture.
Yearly Recruitment Trends
Insight: Recruitment activity peaks during Q1 (January-March) and Q3 (July-September), aligning with standard business planning and budget allocation cycles. Hiring typically slows in December due to the holiday season.
Reports
Marital Status of Employees
Insight: Marital status demographics influence benefit package design and work-life balance initiatives. Organizations use this data to determine appropriate spousal coverage options, parental leave policies, and flexible scheduling programs. Understanding family structures enables HR to create targeted wellness programs and support systems that address diverse employee needs.
Employee Attrition Trends
Insight: Attrition trends reveal critical insights into organizational health and employee satisfaction. Spikes in departure rates may signal systemic issues requiring immediate attention, such as management problems, compensation gaps, or cultural concerns. By identifying patterns in when and why employees leave, leadership can proactively implement retention strategies and reduce costly turnover.
Diversity Analysis
Insight: Diversity metrics drive strategic decisions around inclusive hiring practices and workplace culture development. This analysis helps organizations track progress toward diversity goals, identify underrepresented groups, and measure the effectiveness of inclusion initiatives. A diverse workforce brings varied perspectives that enhance innovation, problem-solving, and organizational performance.
Compensation Analysis
Insight: Compensation analysis ensures fair pay practices and helps maintain competitiveness in the talent market. By comparing salaries across departments and roles, organizations can identify pay disparities, address equity concerns, and make data-driven decisions about salary adjustments. This transparency supports employee satisfaction, reduces turnover risk, and strengthens the organization's employer brand.
Detailed Statistics
Average Age
32
years old
Turnover Rate
8
% annual
Satisfaction
0
% employee rating
Diversity Index
0.76
out of 1.0
Salary Distribution
Insight: The salary distribution shows a well-balanced compensation structure across different employee levels. The majority of employees fall within the mid-range salary brackets, indicating competitive market positioning. This distribution helps identify potential pay equity issues and guides budget allocation for salary adjustments and new hires.
Years of Service
Insight: Employee tenure data reveals retention patterns and organizational stability. A healthy mix of experienced veterans and newer employees ensures knowledge transfer while bringing fresh perspectives. This metric helps HR plan succession strategies, identify retention risks, and develop targeted engagement programs for different tenure groups.
Household Size
Insight: Understanding household demographics provides insights into employee benefits utilization and work-life balance needs. This data informs decisions on family-friendly policies, health insurance coverage options, and flexible work arrangements. Organizations can tailor support programs to better serve employees with diverse family structures.
Employee Types
Insight: The workforce composition by employment type affects operational flexibility, labor costs, and strategic planning. A balanced mix of full-time, part-time, and contract workers allows organizations to adapt to business demands while maintaining core competencies. This distribution guides budgeting, benefits allocation, and workforce planning initiatives.
Position Distribution Matrix
Insight: The position distribution matrix visualizes workforce allocation across different roles and departments. This comprehensive view helps leadership identify staffing gaps, redundancies, and opportunities for organizational restructuring. Strategic workforce planning relies on this data to align human capital with business objectives and ensure optimal resource deployment.
Forecasting & Predictions
Employee Count Forecast
Insight: The employee count is projected to grow from 2,100 in 2020 to approximately 3,631 by 2030 at a 5% annual rate, reflecting strategic workforce expansion to meet growing operational demands.
Male Employee Count Forecast
Insight: Male employees are forecast to grow steadily from 550 in 2020 to approximately 1,291 by 2030 at a 2.8% annual rate, supporting stable workforce planning and development strategies.
Female Employee Count Forecast
Insight: Female employees are projected to grow from 1,150 in 2020 to approximately 2,340 by 2030 at a robust 6.5% annual rate, demonstrating strong commitment to gender inclusivity and workplace diversity.
Institute Analytics
Total Faculty
0
Active members
Male Faculty
0
0% of total
Female Faculty
0
0% of total
Faculty Gender Distribution
Insight: Gender distribution across faculty members provides visibility into diversity and representation within the institute. Balanced ratios support inclusive academic environments and diverse perspectives in teaching and research.
Faculty by Academic Rank
Insight: Academic rank distribution reveals the experience hierarchy within the institute. A healthy mix of ranks from instructors to full professors ensures knowledge transfer, mentorship opportunities, and institutional continuity.
Faculty Age Distribution
Insight: Age demographics highlight generational diversity and succession planning needs. Younger faculty bring fresh perspectives and innovation, while senior members provide institutional memory and established expertise.
Faculty Education Levels
Insight: Educational qualifications demonstrate the academic credentials of faculty members. Higher proportions of doctoral degrees indicate strong research capacity and advanced subject matter expertise, supporting quality education and scholarly output.
Faculty Employment Timeline
Insight: Employment timeline tracks faculty hiring patterns over time, revealing growth phases and recruitment trends. Peaks may correspond to institute expansion, program launches, or strategic hiring initiatives to meet educational demand.