Solutions · Workforce diversity
Workforce diversity you can measure.
Diversity, equity, and inclusion are now a leadership priority. Most companies lack the tools to track workforce diversity, pay equity, and pay transparency for their own employees. Gainfront gives HR and DEI teams one dashboard for this, separate from supplier diversity reporting.
The fracture
DEI goals. No visibility.
Most companies set diversity and pay equity goals without the tools to see gaps by department, role, or location, so goals stay aspirational.
- 01
Workforce blind spots
Diversity and pay gaps by department, role, or location stay hidden without one dashboard.
- 02
Pay transparency exposure
Regional pay transparency laws move faster than manual wage audits.
- 03
Pay equity gaps
Employees have no pay-scale view of their own role, so equity claims stay unproven.
Definition
What is workforce diversity management software?
Workforce diversity management software tracks employee diversity, pay equity, and pay transparency in one dashboard. Gainfront's Workforce Diversity Management solution gives HR and DEI teams visibility into workforce demographics by department, role, and location, plus tools for pay-equity audits and pay-scale disclosure.
Two ways in
Replace it, or connect it.
Both end inone record.
Rip-and-replace is not the only way to modernise, and orchestration alone doesn't give you the modules to actually run procurement. Gainfront does both, so the entry point matches how your company already operates.
Replace the stack
SLM Suite
One record for workforce demographics, pay equity, and pay transparency, instead of spreadsheets split across HR and procurement.
Choose this if
- Need workforce DEI reporting
- Replace manual pay audits
What you get
- Workforce analysis dashboard
- Pay-equity and pay-transparency tracking
- Reporting without spreadsheet reconciliation
Orchestrate what you own
AgentFlow
Keep your HRIS or payroll system. AgentFlow coordinates workforce data collection and reporting across the tools you already run.
Choose this if
- Keep HRIS; add DEI reporting layer
What you get
- No rip-and-replace mandate
- Cross-system workforce context
- Faster reporting without another silo
Not sure which one you are? Thestack scorecardtells you in about two minutes.
Modules
What sits on the record.
- WAD
Workforce Analysis Dashboard
See diversity, roles, and locations by department to find gaps.
- PTR
Pay transparency
Audit jobs, wages, and demographics ahead of regional pay-transparency laws.
- PEC
Pay equity compliance
Give employees pay-scale information for their current role.
Questions
Before you
book anything.
Is this the same as supplier diversity?
No. Workforce diversity management covers your own employees, pay equity, pay transparency, and diversity dashboards by department. Supplier diversity tracks diverse-owned suppliers you buy from.
What does the Workforce Analysis Dashboard show?
Employee demographics, roles, and locations, so HR and DEI teams can find diversity and equity gaps by department.
How does this help with pay transparency laws?
Audit current jobs, wages, and demographics ahead of regional pay-transparency mandates, and give employees pay-scale information for their own role.
Next step
Show us the mess.
We'll show you the record.
Thirty minutes with someone who has run procurement, using your data, framed for workforce diversity.
Working session, not a pitch
Bring a raw spend export or supplier list. See your own data.
Replace or orchestrate
We'll say which path fits, including when neither does yet.
No homework required
Messy files are fine. Clean-ups are the product's job.