We spoke to People Analytics Leaders across different organisations and asked them to share the most important advice for growing people analytics teams.

A data-savvy organization is a great thing to be a part of. You can get to the root of an issue in record time and use your analysis to take informed action. But how do you navigate the gap that sometimes exists in data literacy to explain your findings to your organization?

Layoffs do not happen in good times when companies can take a moment to plan before making a decision. They typically occur when companies are not doing well and therefore need to make decisions quickly for fear of their business suffering.

Like any other labor planning exercise, if you don't have an accurate headcount forecast, you won't have the right people in place to meet the business's needs.

How does a startup build and protect company culture, when it’s constantly growing, shape-shifting, and pivoting? Let me tell you: it ain’t with bean bags.

Errors in your HR data can seriously undermine the trustworthiness and the quality of the insights you can get from it. How can data audits help?

Data audits make all the hard work of data collection count, by ensuring meaningful results. Learn how to do HR data audits – and discover a simpler way.

Choosing how you measure dates in People Analytics can make the biggest difference in your reporting. The key is consistency. Select one method and stick with it.

Knowing what drives people to leave a company takes reliable data. And the first step is making the distinction between employee attrition vs turnover.

Every leader wants a team that’s as committed as they are. Employee engagement surveys and workforce analytics can help, but is there a better way?

Devalued work and depressed wages: the data says we're a long way off equal pay. Why is this happening in the world's largest economy – and can we stop it?

​​DEI has never been more important. But how do you measure it? Let’s show you the basics, with meaningful ways to implement and track DEI metrics.

Top performers want to be trusted to do their best work. How could data and HR analytics possibly measure that? It could be simpler than you thought.

As a startup becomes more complex, so do the emotions. The culture of freedom can collapse in on itself; and before you know it, freedom becomes a trap.

​​Setting DEI goals has become one of the most important moves a company can make. But for any organization, it all starts with a simple question: why?

HR metrics are key indicators that are measured, analyzed, and used to develop actionable plans which support and improve decision-making. Here are 20 imortant ones to track

HR analytics helps companies understand the interaction between HR processes, employee behavior, and business outcomes. To know what value HR provides to the business, they need to understand this interaction.

Hiring bias is destructive to companies and to society at large. How do we remove it? With good HR analytics – the key to better DEI.

What could we do to solve everyone's needs without taxing the analysts on our team and creating 100s of variations of the same dashboards?

What are the stages of the employee lifecycle, and how can we use HR data to better manage and understand our workforce?

Turnover is expensive, and it can impact your business in many ways. You should always account for attrition when calculating hiring needs

People are companies' most important resource; hence our goal is to enable companies to make decisions about their people with instant access to curated insights.

Understanding workforce analytics may seem like a daunting task, but it’s nothing to be afraid of. Workforce analytics helps to provide valuable information which aids recruitment, productivity, and management.

Learn more about what turnover means, the impact it can have, how to calculate turnover rate, and ways to reduce it when it becomes problematic.

One way for companies to gain competitive advantage is to make diversity, equity, and inclusion a legitimate priority.

We spoke to People Analytics Leaders across different organisations and asked them to share the most important advice for growing people analytics teams.

A data-savvy organization is a great thing to be a part of. You can get to the root of an issue in record time and use your analysis to take informed action. But how do you navigate the gap that sometimes exists in data literacy to explain your findings to your organization?

Layoffs do not happen in good times when companies can take a moment to plan before making a decision. They typically occur when companies are not doing well and therefore need to make decisions quickly for fear of their business suffering.

How to use Data and Empathy to navigate difficult layoff scenarios

Learn how to overcome the data challenges with evergreens, historical data, and data inconsistencies

eqtble Co-Founders Joseph and Gabe talk to Sam Feldman – a leading expert on fair compensation and People Analytics.

In this episode, eqtble Co-Founders Joseph and Gabe talk to Emma Dawson — an Organizational Psychologist and a prominent, passionate leader in organizational culture.

This episode features eqtble Co-founders, Joseph and Gabe, in conversation with Tiffany Castagno: the Curator of Culture, and a transformative HR consultant.

In this episode, eqtble Co-Founders Joseph and Gabe talk to Santhiago DeVicente, a Senior Recruiting Manager at Gusto.

In this episode, Joseph talks to Karine Bah Tahé – a public speaker and one of the world’s foremost experts on diversity, equity and inclusion (DEI).

In this episode, Joseph talks to Bianca Torres – a champion of safe psychological spaces at work for people of color.

This episode features eqtble Co-founders, Joseph and Gabe, in conversation with Benjamin Drury – AKA The Culture Guy.

Like any other labor planning exercise, if you don't have an accurate headcount forecast, you won't have the right people in place to meet the business's needs.

How does a startup build and protect company culture, when it’s constantly growing, shape-shifting, and pivoting? Let me tell you: it ain’t with bean bags.

Errors in your HR data can seriously undermine the trustworthiness and the quality of the insights you can get from it. How can data audits help?

Data audits make all the hard work of data collection count, by ensuring meaningful results. Learn how to do HR data audits – and discover a simpler way.

Choosing how you measure dates in People Analytics can make the biggest difference in your reporting. The key is consistency. Select one method and stick with it.

Knowing what drives people to leave a company takes reliable data. And the first step is making the distinction between employee attrition vs turnover.

Every leader wants a team that’s as committed as they are. Employee engagement surveys and workforce analytics can help, but is there a better way?

Devalued work and depressed wages: the data says we're a long way off equal pay. Why is this happening in the world's largest economy – and can we stop it?

There's no doubt that the workplace is changing. And as it does, it's becoming more important than ever before to create a culture of positivity and productivity. Here are five habits that will help you create happier and more productive workplaces:

​​DEI has never been more important. But how do you measure it? Let’s show you the basics, with meaningful ways to implement and track DEI metrics.

Top performers want to be trusted to do their best work. How could data and HR analytics possibly measure that? It could be simpler than you thought.

As a startup becomes more complex, so do the emotions. The culture of freedom can collapse in on itself; and before you know it, freedom becomes a trap.

​​Setting DEI goals has become one of the most important moves a company can make. But for any organization, it all starts with a simple question: why?