This dashboard shows trend lines to compare hiring and headcount percentages by personnel groups; race/ethnicity1; and gender2 within a unit, school, or university-wide. The pivot-table shows numerical percentage and includes a heatmap to highlight the groups with the highest percentages (shaded darker). (Annual Calendar Year Data) Data Source: PeopleSoft HR
Usability Tip: It may be best to select two races at most to facilitate comparative analysis.
1. Race and ethnicity refer to different types of categorizations. "Race" refers to socially constructed divisions of humanity to create hierarchies and is inextricably linked to histories of oppression, enslavement, conquest, and genocides. "Ethnicity" refers to self-defined and shared groupings based in cultural origins and expressions, including ancestry, language, region, migration, foodways, literature, and music (Diversity Style Guide; University of Maryland, College Park Editorial Style Guidelines; California State University Diversity/Inclusivity Style Guide; Flanagin, Frey, & Christiansen, 2021)
2. UMB recognizes gender diversity beyond binary genders. Employee gender identity reported in our HR systems is derived from government-issued documentation and populated in PeopleSoft from this data; it is not self-reported. Future work will involve aligning collected and reported employee gender identities with actual gender identities.