Automated diversity analytics, pay equity tracking, representation monitoring. Generate regulatory reports instantly. Track progress against DEI goals with real-time dashboards.
Included in HRBFLY Copilot (€250/month subscription)
Integrates with your existing HRIS systems
representation, pay, progression
regulatory compliance built-in
connects to HRIS directly
DEI Reporting is the automated analytics engine that generates diversity, equity, and inclusion metrics, tracks representation across demographics, monitors pay equity, and produces regulatory reports—eliminating weeks of manual data aggregation and spreadsheet work.
NOT static annual reports gathering dust. NOT manual spreadsheets requiring 3 weeks of HR analyst time. This is real-time DEI intelligence: connects to your HRIS for live data, calculates representation across all dimensions (gender, ethnicity, age, disability, LGBTQ+, veteran status), tracks pay equity by demographic group, monitors hiring/promotion/attrition rates, generates regulatory reports automatically (EEO-1, UK Gender Pay Gap, EU Pay Transparency).
What you track:
Time to insights: Real-time dashboards (vs weeks of manual reporting)
Credit consumption: 800-1,500 credits for initial setup + ongoing monitoring (depends on organizational complexity, demographic dimensions tracked, and reporting frequency)
Regulatory coverage: US EEO-1, UK Gender Pay Gap, EU Pay Transparency Directive, custom formats
Enables: DEI strategy development, board reporting, regulatory compliance, pay equity remediation
Real-time workforce composition analysis across all demographic dimensions: gender, ethnicity/race, age bands, disability status, LGBTQ+ (where voluntarily disclosed), veteran status, intersectional analysis (e.g., women of color in leadership). Breakdowns by: department, level/grade, location, manager, tenure cohort. Historical trending showing representation evolution over time.
Automated pay gap analysis by demographic group: median pay gaps (regulatory standard), mean pay gaps (comprehensive view), controlled gaps (same role/grade/tenure), quartile distribution (representation in pay bands). Statistical significance testing identifying true gaps vs. random variation. Integration with COMP-5 (Pay Gap Analysis) for deep-dive remediation.
Diversity metrics across talent acquisition and internal mobility: applicant demographics (sourcing diversity), interview-to-offer conversion rates by demographic, offer acceptance rates showing attraction effectiveness, promotion rates by demographic and level, time-to-promotion analysis identifying progression barriers. Funnel drop-off identification showing where diverse talent is lost.
Turnover patterns revealing retention challenges: voluntary attrition rates by demographic, regrettable vs non-regrettable turnover, tenure distributions showing early vs late-career attrition, exit reasons by demographic group (if exit survey data available), retention risk scoring identifying flight risk populations. Comparative analysis showing demographic retention differences.
Track diverse talent progression to leadership: high-potential program demographics, succession plan diversity (ready-now and pipeline), promotion velocity to leadership by demographic, representation at each leadership level (manager, director, VP, C-suite), internal vs external leadership hires (development effectiveness). Identifies pipeline gaps requiring intervention.
Automated compliance reporting eliminating manual aggregation: US EEO-1 Report (Standard Form 100, all sections), UK Gender Pay Gap Report (median/mean gaps, quartile distribution, bonus gaps), EU Pay Transparency Directive reporting (coming June 7, 2026), Custom regulatory formats (country-specific requirements). Export formats: PDF, Excel, XML, direct regulatory portal upload.
Executive reporting showing progress against DEI goals: representation scorecards with targets vs actuals, pay equity progress tracking, hiring diversity momentum indicators, leadership pipeline health metrics, year-over-year trend analysis, peer benchmark comparisons (industry/size), initiatives impact measurement (what's working, what's not). Real-time updates vs quarterly manual reports.
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What You Need Before Starting
DEI Reporting provides data foundation for equity initiatives
Strategic Truth: You cannot improve what you don't measure. DEI without data is performative theater. DEI with data is strategic capability driving representation, equity, and inclusion outcomes.
How Credits Work for DEI Reporting
DEI Reporting credit consumption depends on setup complexity and ongoing monitoring scope. The formula considers:
Assumptions: Gender, ethnicity, age tracking; basic representation metrics; standard regulatory reports
Assumptions: All demographics + disability + LGBTQ+; department/level/location segmentation; historical trending
Assumptions: Intersectional analysis (e.g., women of color by level); multi-division; ATS integration; 5-year historical
Important: Setup credits are one-time. Ongoing monitoring consumes minimal credits (real-time dashboard refresh). You see complete setup estimate before starting. No recurring credit burn for live dashboards.
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Active Beta Testing—Module Operational with Select Customers Tracking Real DEI Metrics
Launch Date: General Availability Q1 2025
DEI commitments are public and accountability immediate. Board members ask DEI questions in real-time. Regulatory deadlines (UK Gender Pay Gap April 4, EU Pay Transparency June 7, 2026) don't wait for perfect products. Waiting for General Availability means continued manual reporting chaos. Beta participants gain immediate DEI intelligence capability while helping us build the definitive diversity analytics platform.
Current Beta Participants: Organizations with board DEI commitments, regulatory reporting requirements, and investor ESG disclosure needs actively using DEI-9 to automate diversity analytics and demonstrate accountability.
*All timelines, credit consumption, and outcomes are illustrative based on typical scenarios. Actual results vary by organizational complexity, demographic data quality, number of dimensions tracked, segmentation granularity, and regulatory reporting requirements. Metric accuracy depends on HRIS data completeness and employee voluntary disclosure rates.
DEI Reporting module in Active Beta Testing with select enterprise customers tracking real diversity metrics. Module built on-demand as clients engage (build-on-demand strategy). Analytics accuracy and regulatory format coverage continuously improve as intelligence network learns from diverse organizational contexts. General Availability targeted Q1 2025.
Credit consumption ranges (800-1,500 credits setup) based on v1.2 additive COGS methodology accounting for organizational size, demographic dimensions tracked, segmentation complexity, historical trending requirements, and custom analytics needs. Ongoing monitoring consumes minimal credits—dashboards refresh in real-time automatically. Estimates provided before work begins.
Regulatory reporting covers US EEO-1, UK Gender Pay Gap (April 4 deadline), EU Pay Transparency Directive (effective June 7, 2026). Compliance with evolving regulations requires periodic updates to reporting formats. Customers notified of regulatory changes affecting their jurisdictions.
AI Audit standalone pricing (€3,000 each) represents market value for comprehensive organizational assessments. Subscription value calculations based on included services if purchased separately. ROI depends on utilization of annual benefits.