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The Diversity Dashboard



The Diversity Dashboard designs online software that helps modernize HR workflows. vv For more information about The Diversity Dashboard see the about page. When choosing your online software, one of the many things you will want to know is if the publisher will be around for the foreseable future. Sometimes it can be useful to take a look at the careers page as a growth indicator. Kim Thomas writes all of the articles. The articles treat subjects like Diversity News, diversity, Lewis Hamilton and inclusion.

Software features

Recruitment and Talent Acquisition

Recruitment and talent acquisition can make or break an organization. If you hire the best and keep them for long enough, the company will prosper. Otherwise, you know the story.

The Diversity Dashboard recruitment software can help you manage every element of your recruitment process, including sourcing, screening, interviewing, and onboarding candidates. This recruitment software streamlines the entire recruiting process and makes it less overwhelming for the recruiter and the candidate.

The Diversity Dashboard eliminates many of the monotonous tasks in talent acquisition, integrates well with your existing systems, and, more importantly, is simple to use. The Diversity Dashboard talent acquisition software is also primed to offer the best candidate experience possible, thereby making your company one step closer to becoming the ultimate destination employer. Give it a try and see the positive differences it brings to your recruitment process.

Diversity Recruitment

The Diversity Dashboard's diversity hiring software empowers recruiters to make better diversity hiring decisions. It can help identify underrepresented talent and remove unconscious bias in the hiring team.

The Diversity Dashboard offers several features to build a highly diverse talent pool and at the same time offers an exceptional hiring experience to candidates. It has an easy-to-use, intuitive user interface, enabling organizations to quickly achieve their hiring goals.


Pricing for The Diversity Dashboard depends on your company's needs. This will factor in the number of employees and the size of your company.


You want your valuable data to be in good hands. The Diversity Dashboard is very aware that security is a key aspect of HR online software. You might want to take a look at the The Diversity Dashboard privacy policy to get a better understanding on their internal security processes. The terms and conditions page outlines all the details. Legal information is available from The Diversity Dashboard.


If you are ready to pick The Diversity Dashboard as your HR solution or need additional information, you can reach their sales team by phone or email.


How can I follow The Diversity Dashboard on social media?

What is workplace diversity?

Workplace diversity refers to the inclusion of people from various backgrounds in the workplace. It often includes gender, race, religion, sexual orientation, age, and other personal characteristics.

What is unconscious bias?

Unconscious bias is a cognitive process that affects our daily decisions. It results in stereotyping individuals based on their gender or other personal characteristics. Unconscious bias affects companies with hiring decisions because interviewers are unaware they are being affected by it.

How can I increase workplace diversity?

Companies can start by implementing diversity training. This allows employees to understand the importance of diversity in the workplace. It also teaches them how unconscious bias affects the recruitment process. A diversity training program will help an organization build an inclusive culture that empowers employees. It also reduces bias during recruiting and improves retention rates among the company’s diverse candidates.

How can I ensure that my company attracts diverse talent?

Companies looking to build an inclusive organization can start by implementing diversity recruiting platforms. This helps create a more diverse candidate pool and reduces bias during the recruitment process. It allows companies to build diverse teams with employees from various backgrounds. Diversity recruiting platforms allow companies to maintain an inclusive culture where all individuals feel empowered and supported in the workplace.

What is a diversity platform?

A diversity platform is a software solution that helps companies evaluate candidates fairly and efficiently while eliminating unconscious bias.

What are the benefits of using diversity and inclusion hiring tools?

Diversity and inclusion tools help companies attract diverse talent to their organization. They also change the perception of gender, race, religious, sexual orientation, cultural background, physical ability, age, disability or other personal characteristics. This allows organizations to create inclusive work environments where employees are comfortable with who they are and can be who they want to be. Diverse teams often outperform homogenous teams because they are able to see problems from various perspectives. These platforms allow companies to find best-fit candidates before ultimately hiring them.

What are DEI tools?

DEI tools offer solutions to improve diversity and inclusion at the workplace. These include programs that help build a more diverse culture that supports employees from various backgrounds. DEI tools can also be used to reduce bias during the recruitment process. They help companies find best-fit candidates before they are ultimately hired.

How do I manage diversity in the workplace?

Diversity management refers to an organization’s actions taken to increase diversity in the workforce. It includes increasing visibility of gender, ethnic, religious, sexual orientation and other personal characteristics within an organization’s culture.

What is a diversity recruitment strategy?

A diversity recruitment strategy is a company’s plan for increasing workplace diversity. It focuses on the company culture and provides a strategy to attract diverse talent. It is important for companies to attract workers with different backgrounds as it improves the employer brand and team performance.

How do you track diversity recruiting?

Vendors can track diversity recruiting using metrics throughout the recruitment process. They can use these metrics to identify areas where they are most effective at reaching diversity targets. This provides an opportunity to identify areas of improvement, which might help an organization attract more diverse candidates.

How do you track employee engagement?

How employee engagement is tracked varies among organizations. That’s because the KPIs used to measure employee engagement and the motives behind doing so differs.
Here are some things to consider when tracking employee engagement:
Determine the outcomes of engagement

  • Understand what’s important to employees
  • Make it a continuous process of listening to employees
  • Find the drivers that have the most significant impact on employee engagement and the organization
  • Don’t stick to just quantitative results

What are employee engagement strategies?

Employee engagement strategies can increase the chances that employees will establish a healthy and positive emotional connection with an organization. As emotional connections can rarely be forced to form, employee engagement strategies will involve setting the workplace environment to foster such relationships.

What companies have great employee engagement?

Here are some of the companies that are successful with employee engagement:

  • Southwest Airlines
  • Full Contact
  • Screwfix
  • Dreamworks
  • Legal Monkeys

What are the key drivers of employee engagement?

Some of the critical drivers of employee engagement are:

  • Co-worker relationships
  • Continuous feedback
  • Leader integrity
  • Professional development
  • Goal support
  • Job role clarification
  • Sense of belonging
  • Relationship with manager
  • Workplace safety
  • Job satisfaction

What are the types of employee engagement?

The most vital types of employee engagement are:

  1. Cognitive engagement: It refers to the need for employees to be profoundly aligned with and aware of the organizational strategies and know what they need to deliver at work.
  2. Physical engagement: It refers to employees fully utilizing their physical and mental strengths to perform their job better.
  3. Emotional engagement: It refers to the level of trust, confidence, and connection employees have with the organization and co-workers.

Why do we measure employee engagement?

Measuring employee engagement enables organizations to understand how an optimally engaged employee will perform like. This information can be used to frame strategies to enhance levels of engagement and elevate employee engagement throughout the organization. This will ultimately result in better service to customers, higher profits, and happier shareholders.

How is employee satisfaction KPI measured?

The employee satisfaction KPI is measured using employee surveys, informal conversations, and net promoter scores.

What are the benefits of employee engagement?

Here are some of the top benefits of employee engagement:

  • Happier employees
  • Better employee health and wellness
  • Higher employee satisfaction
  • Lower absenteeism
  • Lower employee turnover
  • Higher productivity
  • Higher profitability
  • Better employee satisfaction and safety

What are good employee engagement questions?

Here are some employee engagement survey questions worth including:

  • I would recommend [Company] as an excellent place to work.
  • My manager is a great person to work with.
  • I receive the needed recognition when I perform well at work.
  • I’m proud to work for [Company]
  • What are the things [Company] do rightly?

Is there free employee engagement software to try out?

The majority of employee engagement applications offer a free trial. This will empower you to try out the tool before making a serious investment in it.


LGBT rights sailor rewarded for championing diversity in maritime
Second Officer Paul Owen and fifteen other mariners were awarded the Merchant Navy Medal for outstanding service and contribution to the maritime sector. Two trailblazing activists promoting the rights of women and LGBT+ members in the maritime community have recently been recognised for their achievements. Second Officer Paul Owen is the first ever recipient of the prestigious Merchant Navy Medal for his efforts in promoting LGBT+ rights across the maritime sector. Paul, from Blackpool, is joined by fifteen other mariners awarded for outstanding service and contribution to the sector, including services for seafarer welfare during the COVID-19 pandemic, safety and security standards and training. Throughout his career, Paul has championed minority groups rights, particularly for women and LGBT+. Spurred from firsthand experiences of bullying and discrimination, Paul assisted in the establishment of the first ever Pride in Maritime, part of Maritime UK’s Diversity in Maritime programme, with the backing of UK government. The initiative today is a space for over 400 members and leads on campaigns to help identify barriers to change across the whole maritime sector and to educate and enable individuals and companies to embrace, empower and support the LGBT+ community. Another recipient is Captain Susan Cloggie-Holden, from Seamill, who is the.... The post LGBT rights sailor rewarded for championing diversity in maritime appeared first on The Diversity Dashboard -The Diversity Jobsite.
Leadership Tips to Get Started with Racial Equality
The recent protests that have sparked the global debates around diversity and inclusion, and with institutional racism being a key focus of conversations, how can leaders develop and develop truly equitable workplace environments, whilst putting a better focus on increasing racial equity? The shifting focus on diversity and inclusion has meant that racial inequality and systemic racism, has been brought to the forefront of the world’s consciousness. How to get started with promoting and embedding racial equity however, may not be as easy as it first appears. With the eyes of employees firmly fixed on leaders to lead the agenda for their organisations, leadership must deliver strongly against the agenda. The recent protests that have sparked the global debates around diversity and inclusion, and with institutional racism being a key focus of conversations, how can leaders develop and develop truly equitable workplace environments, whilst putting a better focus on increasing racial equity? Is Increasing Tolerance Enough? Increasing tolerance around race is a start but Black employees don’t merely want to be tolerated within the workplace or, within society! The constant, often subtle remarks and ridicule suffered by Black and Brown employees, have a negative impact on job satisfaction, personal development,.... The post Leadership Tips to Get Started with Racial Equality appeared first on The Diversity Dashboard -The Diversity Jobsite.
Lewis Hamilton pledges £20m to new charity Mission 44
Seven-time Formula One champion Lewis Hamilton has made a personal pledge of £20 million to a new charity aimed at empowering young people from under-represented groups in the U.K.. Hamilton’s new charity, Mission 44, was launched on Tuesday and is committed to creating opportunities for young people from under-represented backgrounds by “supporting organisations and programmes that narrow the gap in employment and education systems, through partnerships, collaborations, grant giving and advocacy”. Mission 44 will use the findings of the recent Hamilton Commission, which was set up by Hamilton to better understand the barriers Black people face forging a career in U.K. motorsport, but the charity is committed to supporting other under-represented groups too. It will work in conjunction with a new joint charitable foundation between Hamilton and the Mercedes Formula One team, called Ignite, which was also launched on Tuesday. Ignite aims to increase diversity in motorsport by helping fund initiatives in Science Technology Engineering and Maths (STEM) education. Hamilton, who is F1’s only Black driver, has pledged £20 million of his own money to Mission 44’s work and hopes it will provide more opportunities for young people hoping to make a career in motorsport. “Supporting the ambitions of underrepresented.... The post Lewis Hamilton pledges £20m to new charity Mission 44 appeared first on The Diversity Dashboard -The Diversity Jobsite.
Shoosmiths launches Diversity & Inclusion product under Connected Services offering
The non-legal advice arm of leading UK law firm Shoosmiths, Shoosmiths8 Connected Services (Shoosmiths8), has added a new product focused on diversity and inclusion (D&I) to its roster since launching in March this year. Shoosmiths8 provides non-legal products to its clients, complementing the firm’s existing legal services. The new product, Shoosmiths Diversity & Inclusion (Shoosmiths D&I), has been designed for businesses wishing to improve diversity and inclusion within their organisations and was formulated by employment partner Kevin McCavish with the support of the firm’s national head of employment, Paul Stokey and head of of learning and development, Caroline White-Robinson. Shoosmiths D&I provides the full lifecycle of D&I support for businesses, with a tailored range of services that will provide businesses with a holistic model for proactive D&I development. These services include the review and audit of systems and processes, comprehensive leadership training (including guest speakers and reciprocal mentoring) and commercially-driven data reporting. Shoosmiths employment partner, Kevin McCavish, said: “It’s incumbent on businesses to get diversity and inclusion right, so they can evolve in a way that will continue to make a positive societal impact. There has never been a better time than now to take stock of D&I processes and.... The post Shoosmiths launches Diversity & Inclusion product under Connected Services offering appeared first on The Diversity Dashboard -The Diversity Jobsite.
Bank of England admits major failings in promoting Diversity after Bank’s governing court’s report
The governor of the Bank of England has pledged to do more to tackle systemic racial inequality after a hard-hitting review found the 327-year-old institution was failing to do enough to promote diversity. In an article for the Guardian, Governor of the Bank of England, Andrew Bailey,  conceded that a major structural and cultural change was required in the light of a report by the Bank’s governing court detailing a series of failings and weaknesses in Threadneedle Street’s approach to inclusion. The review said staff from ethnic minority backgrounds were less likely to be promoted, earned less and were even more likely to feel they were being treated unfairly than their white colleagues. Despite efforts to foster a more diverse and inclusive Bank, the review concluded that there was “still a long way to go” for one of the UK’s most high-profile employers. Bank’s Strategy lacked Focus The Bank’s overall strategy for racial and ethnic inclusion lacked focus and clarity, with diversity given a lower priority than other work, the report added. It made sixteen recommendations, among them that senior managers should be held accountable through their pay packets for meeting inclusion targets. Giving his response to the review, Bailey said the.... The post Bank of England admits major failings in promoting Diversity after Bank’s governing court’s report appeared first on The Diversity Dashboard -The Diversity Jobsite.
Lewis Hamilton says diversity in motorsport would be his most valuable achievement
Hamilton said he hoped the findings of a study he commissioned into improving the representation of minorities in the industry would be “part of my legacy”.   The report was conducted in partnership with the Royal Academy of Engineering. “I look back at my young self and wish it was different and I want to be a part of that change,” Hamilton said. “If I can change that, it would be the most valuable thing for me.” The Hamilton Commission’s report was compiled by a series of experts on education, motorsport and diversity. It found wider societal issues were affecting black students’ opportunities within the UK motorsport industry, as well as specific barriers within the industry itself. Mercedes driver Hamilton, a seven-time Formula 1 world champion, said: “We realise it’s not just the motorsport industry that needs to change; we found there are still systemic issues facing young black people at all levels of the education system.” Why do the report? Hamilton started work on setting up the commission after the 2019 F1 season, when he noticed the lack of ethnic minorities in photos taken by the teams. He made its existence public last summer, after the global outcry against.... The post Lewis Hamilton says diversity in motorsport would be his most valuable achievement appeared first on The Diversity Dashboard -The Diversity Jobsite.

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Page last updated on Monday, January 10, 2022, 7:13 PM GMT+1
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