DEI Pipeline Intelligence Dashboard
Meridian Financial Group • Q1 2024 Reporting Period
Last 90 Days
Last 6 Months
YTD 2024
All Time
Slate Diversity Rate
71.4%
URG 12-Mo Retention
88.7%
Blind Interview Lift
+12.3%
Funnel Pass-Through Comparison: URG vs. Non-URG
Underrepresented Groups (URG)
Critical Gap Identified: URG candidates show 29pp lower pass-through at Hiring Manager Interview stage (42% vs. 71% for non-URG). Three HMs (HM-04, HM-07, HM-11) account for 67% of URG attrition. Intervention: Mandatory structured interview training + panel diversification for Q2.
Sourcing Channel Diversity Yield
Insight: HBCU Partnership channel delivers 29% URG yield with 18% conversion to hire, but receives only 4% of sourcing budget. LinkedIn Premium yields 12% URG at 22% budget allocation.
Channel Budget vs. URG Yield
Parity Index Heatmap by Stage × Department
Parity Index = URG Pass-Through Rate ÷ Non-URG Pass-Through Rate. Values below 0.85 (orange/red) indicate significant attrition disparity requiring intervention.
Application
Phone Screen
Tech Assessment
HM Interview
Offer
Engineering
0.98
0.94
0.88
0.71
0.82
Product
1.02
0.96
0.91
0.86
0.93
Sales
0.97
0.99
1.04
0.97
1.01
Finance & Ops
1.01
0.95
0.89
0.87
0.91
Marketing
1.08
1.03
0.98
1.02
1.06
Pay Offer Equity: Female IC4 Engineers
Female IC4 engineers average $137,200 vs. male $147,600 (equity index 0.93). Total comp review triggered for Q2 calibration.
Time-to-Hire Parity by Group
URG candidates experience 4.2 additional days in-process on average, primarily due to HM interview scheduling delays.
Hiring Manager & Panel Audit Table
| HM ID |
Department |
Total Interviews |
URG Pass-Through |
Non-URG Pass-Through |
Parity Index |
Diverse Panel % |
Status |
| HM-04 |
Engineering |
38 |
34.2% |
72.1% |
0.47 |
16.7% |
Flagged |
| HM-07 |
Engineering |
42 |
40.5% |
68.9% |
0.59 |
12.5% |
Flagged |
| HM-11 |
Engineering |
29 |
38.1% |
75.6% |
0.50 |
10.3% |
Flagged |
| HM-22 |
Product |
31 |
71.4% |
74.2% |
0.96 |
58.1% |
Compliant |
| HM-18 |
Sales |
54 |
68.2% |
69.8% |
0.98 |
44.4% |
Compliant |
| HM-09 |
Marketing |
26 |
73.1% |
71.4% |
1.02 |
53.8% |
Compliant |
| HM-15 |
Finance |
33 |
60.6% |
69.7% |
0.87 |
27.3% |
Monitor |
| HM-28 |
Product |
19 |
68.4% |
73.7% |
0.93 |
47.4% |
Compliant |
Interview Invite: Blind vs. Non-Blind Process
Resume-blind screening pilot shows +12.3pp lift in URG invite rate. Recommendation: expand to all departments in Q2.
Referral Network Diversity Concentration
82% of referrals come from non-URG employees. Referral bonus pilot for diverse hires launching Q2 to expand network equity.
URG 12-Month Retention vs. Non-URG by Department — Cohort View
Positive Signal: URG retention at 12 months (88.7%) now exceeds non-URG baseline (86.4%) by 2.3pp. Engineering cohort shows strongest performance at 91.2%, driven by ERG engagement and mentorship programs launched in Q3 2023.