Nationality bar chart
(click to enlarge)

Disability pie chart
(click to enlarge)

Gender pie chart
(click to enlarge)

Age bar chart
(click to enlarge)

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Monitoring and reporting diversity - at the touch of a button

Introduction
TSYS Europe is part of the billion dollar American corporation, Total Systems Services, Inc. TSYS Europe is keen to employ a workforce that reflects the diversity of backgrounds and cultures within the geographical areas in which it operates. To monitor the effectiveness of its policy, TSYS was keen to move away from its paper-based monitoring system and introduce a more efficient, accessible reporting method.

O’Connor HR Partner had already constructed a comprehensive careers website for TSYS Europe and suggested incorporating a diversity monitoring facility into the site.

Of O’Connor’s range of HR services, this case study demonstrates:

• Employer branding
• Careers website development
• Candidate management
• Diversity policy & monitoring
• Organisational design & development

Reducing administration
In planning the diversity monitoring facility, O’Connor was keen to eliminate the administrative burden which, hitherto, had fallen upon TSYS’s HR team. The paper-based monitoring system had required candidates’ data to be manually transposed into the TSYS system.
This created unnecessary duplication, it introduced a margin for human error and was time consuming. With the new facility, the candidates input the data as part of their application process.

Instant reporting
Many organisations today use diversity monitoring forms but then have to endure a lengthy process to produce meaningful reports from this data. TSYS, similarly, had to analyse the data they’d input and draw conclusions manually. In a busy department this task was often left unfinished.

Because the new facility already holds all information on a central database, reports can be pulled-off at the touch of a button. TSYS can, on demand, produce weekly, monthly or quarterly reports in an instant. They can also focus on particular issues; age, race, gender etc., and can show results in their preferred formats (eg pie charts or bar charts).

Data validation
A key benefit of the candidate inputting their own data is that they are responsible for its validity. In other words, the organisation cannot be accused of manipulating the data to suit its needs.

Accuracy and speed
In order to ensure comparable, like-for-like data, drop down lists and tick boxes are used. This eliminates the risk of candidates’ misspelling affecting the final figures. It also makes the form quicker and easier for candidates to complete.

Comprehensive data capturing
We wanted to ensure the capture of all applicants’ diversity data - not just those who applied through the website. Therefore, we designed the facility to allow the monitoring questions to be answered after offline applications have been submitted. For example, candidates who apply by letter or email are referred to the monitoring section of the careers website to complete the form.

Saving money on advertising
As well as monitoring the diversity of applicants, the facility also monitors the performance of media used to advertise a particular vacancy.

By asking candidates where they saw the position advertised, TSYS - and O’Connor HR Partner as its recruitment advertising agency - can now monitor which media has worked best. This eliminates the need for unnecessary expenditure in poorly performing media in the future.

Summary

• Digital data gathering enables
  • Like-for-like candidate comparison
  • Fast, accurate reporting
    
    
• Candidate becomes data inputter
  • Validating content
  • Saving hours of administration time for HR
    
    
• Live diversity data
  • Accessible 24/7 via online monitoring facility