QIAGEN's increased focus on Diversity & Inclusion at the corporate level highlighted challenges managers face when trying to understand the D&I profile of their part of the organization. While we had company-wide statistics on Diversity, our leadership sought better data to help us find pockets of opportunity to improve QIAGEN. As a company delivering scientific and clinical insights from molecular data, we elected to take a data-driven approach to address this challenge for our first focus area, Women in Leadership.

Our Executive Council on Equal Opportunity (ECEO) worked in partnership with HR to develop a Gender Diversity & Inclusion data dashboard that improves visibility and supports more conscious thinking about building Diversity into our teams. We designed the dashboard to enable our executive committee and leadership team to understand our internal landscape and help identify and prioritize D&I initiatives that could most effectively capitalize on opportunities for change inside QIAGEN. The dashboard charts gender diversity across global geography (site), functional division, job role, seniority, new hires, attrition, and mobility. The data is updated monthly to allow current snapshot views as well as historical benchmarking across the company.

Our dashboard has seen active adoption within senior leadership, increasing awareness and transparency of QIAGEN's D&I profile globally and locally. Importantly, our executive team and their management teams can now regularly perform more in-depth self-analysis around gender within their respective areas. During the first year of the dashboard deployment, QIAGEN's growth in women in leadership KPI more than doubled over the previous year. We're encouraged by how this data has allowed QIAGEN leaders to determine which areas of manifesting desired improvements and which areas may require additional attention or support. We intend to expand our approach to other aspects of diversity and inclusion metrics from our Pulse Check surveys.

Stephany Foster