THE AGENCY DEI DATABASE

 

Our data shows…

It’s not a PIPELINE problem.

It’s a PROGRESSION problem.

 

ABOUT THIS DATABASE

This database was built in Google’s Data Studio, so your UX will be more seamless if you visit the database in its home environment. You’ll have full functionality here as well. Both are best experienced on desktop.

Data and analysis are based on publicly shared data from agencies in the US (or their North American-level counterparts). If you know of publicly available data that is not represented here, send us a link to the source on our contact page.

 
 
 

INSTRUCTIONS

  1. Navigation is located at the bottom left to view each page. A full screen view can be accessed using the button in the lower right.

  2. You can use various filter and sort functions to allow you to view the data differently if you hover over the tables to access the “kebab” menu options. We are limited by what Data Studio allows us to do given the various data sets, but you can download the data and create your own views in Excel or Google Sheets.

  3. There are 7 pages:

    1. Welcome - Introduction with a few data stories and two leaderboards for Transparency and Diversity

    2. Commitment to Change - Logging which agencies publicly stated they would take action about improving DEI

    3. Gender By Level - View gender breakdowns by Agency (used woman & man based on what’s companies are legally allowed to ask)

    4. Ethnicity/Race By Level - View ethnicity/race breakdowns by Agency

    5. Agency Deep Dive - Detailed charts of each agency that publicly published data by gender and ethnicity

    6. Agency Averages - Industry averages calculated based on agencies that publicly reported their DEI metrics

    7. Agency Averages over time - Year over year comparisons

    8. Methodology - Our approach

 

METHODOLOGY

 
 

Sourcing & Aggregation

  • Database was created using publicly available data. Sources are provided for all diversity figures. Data is shown here as it is presented publicly. The amount of data available for each agency is entirely dependent on what that agency has provided on public channels (e.g. social accounts, blog posts, web pages)

  • While we would love to include representation figures from the LGBTQIA+ community, sexual orientation and gender identification data unfortunately will not be included. Given the restrictions on how this data is collected within the workplace, we cannot yet standardize it here.   

  • Each agency and holding company can have separate individual data sets, but if a holding company does not allow their individual agencies to share data, then those agencies will be classified as “Missing” within the datasets.

  • For results by Department, department names and categorizations are as they are provided by the agency. As agencies differ in capabilities and internal organization, we cannot standardize data by departments at this time.

  • For results by Level of Influence, we are asking agencies to submit data in the following categories (and their respective definitions) for standardization: 

    • Full Agency

    • C-Suite/Officer (wields influence over the company and its policies, does not need “Chief” in title)

    • Senior/Executive (manages large teams, departments, or offices)

    • Management (manages small teams and individuals)

    • And Professional (no management of others)

  • Note that if agencies that provided data by seniority categories that differed from the above, or were identified differently, we made educated assumptions to categorize the provided levels. Please contact us for revisions if these are not presented accurately!

Analysis

Agencies fall into three categories:

  • No commitment: They have not publicly committed to change their organization. Solidarity posts such as #BlackoutTuesday, Juneteenth, anti-racist resource, donations, and reposts of others, have been noted within our database; however, these posts do not count as commitments to change within the organization.

  • Commitment, no data: They have publicly committed to change their organization but have not released any of their diversity data.

  • Commitment, with data. They have publicly committed to change their organization and submitted their diversity data. Sources for this data must be must be publicly accessible.

For agencies within the “Commitment, with data” group - we evaluated and ranked based on three key areas: 1) Transparency/Data completeness, 2) Racial/Ethnic diversity, and 3) Gender representation.

  • We have taken into account these three areas based on their levels of influence within each agency: the agency’s workforce as a whole, seniority, and at a departmental level.

  • Internal initiatives and actions will be included as qualitative data to add nuance to quantitative scores, but are not categorized in any quantitative manner. Because implementation for company-wide initiatives is nuanced, efficacy cannot be standardized and, therefore, is not calculated as part DEI effectiveness.

  • Where comparisons are drawn between the Racial/Ethnic diversity of organizations to the US population, the US population figures are based on the 2019 US census.

Data Freshness

Data in the Agency DEI Database represents the latest results published from each agency. Agencies are welcome and encouraged to submit updates and corrections. As more data / agencies are added, the dashboard will dynamically populate the most recent results.