Connecting People and Culture
to Build Enriching Workspaces

We strengthen people and culture by enhancing workplaces that foster
innovation, collaboration, and belonging.

People and Culture/HR Solutions

People and Culture is more than just hiring
and managing employees; it’s a strategic function that plays a critical role in driving organizational success.

We drive measurable change by using 70+ proprietary metrics to uncover bias and change
the landscape of how effectively companies hire, retain, promote, and develop talent. From there, we drive competitive advantage and systemic change by helping build and execute multi-year people
and business strategies.

Our data-driven insights give us the power to make the right decisions that align with your business objectives. Whether you need assistance with hiring, retention, performance management, or employee engagement, we have the expertise to guide you
to sustainable success.


Data Assessment

Culture Snapshot

Focused, one-off surveys to assess individual issues such as employee engagement, training needs, skillset gaps, flight risks, talent pipeline needs, employee value proposition, work/life integration, and hybrid work environment.

In addition to traditional focus groups (both remote and in-person), we also provide the experience of interactive, digital conversations (and so on with the existing text). Interactive, digital conversations that combat survey fatigue by gathering data from up to 1,000 people within 20-30 minutes. Net impact is faster time to insight and drastically lower administrative burden in data collection and analysis.

A comprehensive evaluation of insights across surveys, focus groups, and/or interviews to establish a baseline for strategic planning, training, executive coaching, and other culture change initiatives.

Baseline assessment of skillsets through surveys, interviews, and/or focus groups conducted before and/or after a training or intervention to assess measurable impact on mindset and behavior.

Holistic look at insights across recruiting metrics, engagement surveys, and performance reviews, including benchmarking.

Analysis of institutional biases within processes, policies, and procedures. These analyses span the areas of compensation (especially pay equity and bonus structures), recruiting, development, promotion, and succession planning.

Identify unrealized opportunities by evaluating customer impact (gaps between desired and current market share) as well as corporate and social responsibility (brand equity, reputation, and approachability).

Benchmark metrics of human capital efficiency and performance against competitors, with options to drill down by race/ethnicity, gender, job classification, region (down to county), education level, and professional experience.

Build the business case for human capital initiatives and proactively prepare for the SEC and EFRAG’s anticipated disclosure requirements by quantifying the contribution of human capital performance to financial metrics such as revenue, profitability, and ROI.

Intersectional statistical analysis of the relationship between compensation and potential causes of bias (e.g., race/ethnicity, gender, disability, or veteran status), while isolating the impact of confounding variables (e.g., tenure, professional experience, role, function, level, or performance). Frequently paired with Materiality Impact Analysis to quantify the monetary benefits of closing gaps in pay.


HR Operations

Benefits Program Design

Best-in-class program design based on internal and external research to optimize investments and maximize employee experience and organizational ROI. Includes data-driven, flexible program design and work with benefits brokers to chart a path to market for additional offerings.

Align current salary structure to the competitive market by ensuring internal equity and external competitiveness, while computing the hard dollar cost of decreased productivity or increased attrition. Design best-fit vehicles to increase retention while maintaining alignment with the organizational structure and culture.


Software Support

Software Solution Evaluation and Selection

Advise and support the process to select and implement software solutions, including ATS, HRIS, or HR/DEI Tech. Includes needs assessment, functional and technical requirements, vendor evaluation and selection, and business case to help build buy-in for software with internal decision-makers.

Once software is selected, identify internal staff support requires to implement and maintain the software (ownership, resources, capabilities, and work plan). Train and support internal team on best-practice implementation and configuration of the new technology to drive sustainable progress on the people strategy.

Solutions that Fit
Every Organization

At DF Analytics, we take pride in being your all-in-one partner for driving organizational transformation.
As a leading data analytics, strategy, and training consultancy, we offer a comprehensive suite of services to meet all your needs under one roof.

Let’s Connect

At DF Analytics & Consulting, we are passionate about helping businesses thrive through our innovative, data-driven solutions for Diversity, Equity, and Inclusion (DEI). We understand the power of analytics and its potential to transform your organization’s approach to DEI, leading to sustainable and measurable improvements.

Don’t hesitate to reach out to our expert team to explore how we can work together to drive meaningful change within your organization. We’re eager to connect with you and discuss how our unique approach can unlock the full potential of your DEI initiatives.

Our proprietary assessments measure change readiness and impact. From there, we drive behavior change through strategy, roadmaps, vision/mission alignment, training, executive coaching, change management, program management, and process improvement. Here is a map of our methodology.

  • Conduct Discovery
  • Define Vision and Mission
  • Align Sponsors and Champions
  • Define Success Measures
  • Develop Communication Strategy
  • Align Systems and Processes
  • Mobilize Teams to Execute the Change
  • Define Charters for Each Workstream
  • Communicate Change to the Organization
  • Train the Organization
  • Create Open Feedback Channels
  • Develop Change Playbooks and Toolkits
  • Ongoing Monitoring and Evaluation

Baseline Pre-Change:

  • Change Readiness Survey
  • Process Gap Analysis
  • Stakeholder Interviews
  • Talent Assessment

Talent During Change:

  • Change Adoption Assessment
  • Leadership Dashboard
  • Support Requests Trends and Metrics
  • Benefit Realization and ROI
  • Employee Participation Measures
  • Compliance and Utilization Reports

Impact Post-Change:

  • Organizational & Individual Performance
  • Satisfaction Surveys
  • Training Participation and Impact
  • Communication Effectiveness