New Research Finds People Analytics Helps Organizations Increase Gender Diversity in Leadership

Visier Value Report finds organizations with people analytics increase female leadership ratio by 11.5%

Visier, the globally recognized leader in people analytics and planning, today released a new research report analyzing Visier customers and their efforts to increase diversity within their organization. The report found that Visier customers increased their overall female leadership ratio by 11.5%, and improved their female leadership retention rates by 70%.

Download Visier’s Female Leadership Report 

Visier’s key findings show that analytics and dedication to proactive diversity and inclusion programs are helping to increase female leadership retention, improve diversity, and address inclusion inequity in all phases of business operations, processes, and activities. 

In the report, Merck KGaA, Darmstadt, Germany shares that using the Visier people analytics platform, they are able to continuously track progress on diversity and inclusion. At the end of 2018, women occupied 32% of leadership roles (manager-level and above) group-wide at the organization, which means that it exceeded its 2021 target of maintaining a 30% representation of women in these positions. 

Multiple studies cited in the report found concrete benefit in having a diverse leadership portfolio. McKinsey’s research shows companies in the top quartile for gender diversity on their executive teams are 21% more likely to experience above-average profitability than companies in the fourth quartile. Specific to female leadership, organizations with a high number of women in leadership positions see a 34% total higher return to shareholders than those that do not. And, while not specifically the result of having more women, companies increasing the diversity of their leadership teams experience more and better innovation and improved financial performance–19% higher revenue due to innovation. 

The full report findings show that organizations focusing on female participation in management levels and taking corrective actions for improvement see movement towards parity in representation, as well as more inclusion and fairer pay. 

The full report can be found here.