Hardcode equity and inclusion into everyday people decisions so you can
maximize enterprise potential.
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Pipeline's algorithms are not the same as the basic statistical analysis required for EEO. Our algorithms go deeper to identify the root causes that lead to pay inequity. Yes, we identify pay gap opportunities, but they are forward looking while most EEO reporting is a retrospective report of statistical anomalies.
All client instances are siloed at the database layer. This means that your data is never mixed with another client's data. Our algorithms do not require the aggregation of multiple clients' data to be trained. We take data security seriously. Our infrastructure is SOC 2 Type II compliant.
Basic Human Resources Information System (HRIS) employee and organizational data.
Yes, we integrate with multiple HRIS systems. Workday is a partner and investor.
We follow US EEO categories.
No. Every organization is unique, even if in the same industry. While there are many aspects of companies that may be similar, the Pipeline Engine adapts to provide company-specific analysis to each client.
Quantitative performance ratings are a key input to our system. Written reviews provide a significant benefit to the algorithm as well as offer a unique way to see opportunities to correct bias throughout an organization without singling out specific people.
System Administrators can see all content, HR Roles can see all content but not HR designated departments or employee details, Managers can see recommendations that pertain to people that report up to them.
No. However, using multiple cloud-based HRIS systems will require multiple instances. Our Equity Engine™ provides a Global View across multiple HRIS.
Complete data is rarely available, and our process can adjust to handle certain scenarios. Even with imperfect data, the Pipeline Engine can still identify and recommend opportunities for improved Intersectional Gender Equity.