This project analyzes workforce diversity, promotions, and retention trends to identify disparities in hiring, career growth, and employee turnover. The goal is to provide data-driven recommendations to enhance diversity, equity, and inclusion while improving employee retention and career progression.
As a part of Virtual Internship with PwC Switzerland, I was provided with a dataset to complete this project.
Once the data is loaded in Power Bi, Data cleaning and transformation is done in Power Query.
- Handle missing values (e.g., performance ratings and job levels).
- Standardize categorical values.
- Convert necessary columns to proper data types.
Clean and processed data is loaded to Report View in Power BI for analysis. view Dashboard here
A. Dashboard
- Gender Representation: Women constitute only 41% of total hires, while men make up 59%.
- Age Distribution: The workforce is predominantly 20-39 years old, with lower representation for employees aged 50+.
- Job Level Disparities: Women tend to stay longer in lower job levels and are underrepresented in executive roles (only 15.8% in FY21).
- Higher promotions at junior levels, but fewer women get promoted to leadership positions.
- Men outpace women in career growth, indicating potential gender bias in promotions.
- Employee turnover increased, with 47 employees leaving in FY20.
- Senior officers & managers experience higher churn, affecting leadership stability.
- Performance ratings show minor gender differences, with women scoring slightly higher on average.
- Gender Disparities in Hiring & Promotions – Fewer women progress to senior roles.
- Retention Risks at Higher Levels – High turnover in key positions.
- Workforce Aging Issues – Need for succession planning for employees aged 50+.
- Career Growth Barriers – Employees remain longer in lower job levels with limited promotion opportunities.
Diversity Hiring Initiatives – Increase female hiring & leadership development programs.
Retention Strategies for High-Risk Groups – Reduce churn among senior officers & managers.
Succession Planning – Prepare for workforce aging by mentoring younger employees.
Promotion & Career Advancement Support – Ensure fair promotions and upskilling opportunities for all employees.
Addressing workforce diversity and retention challenges requires a data-driven strategy focusing on hiring equity, leadership development, and targeted retention efforts. Implementing these recommendations will help create a more inclusive and sustainable workforce.