A large organization was concerned about its slow progress toward a numerical goal for representation of a protected group in its workforce. Using a modeling tool known as survival analysis, we demonstrated that members of this group had poorer retention as compared to other employees, and therefore it would be impossible to achieve the goal simply by hiring at the rate suggested by the goal. This key analytic result led to the organization slightly shifting its programming to emphasize better retention in addition to sustaining recruitment efforts.
One focus of labor negotiations at an institution of higher education concerned salary compression. This phenomenon occurs when an institution has to pay market rates to recruit new employees but can implement annual salary increases that lag the market. The key analytic result from our longitudinal analysis of the pay of comparable cohorts across time quantified the issue in a way which informed labor negotiations.