The Rise of People Analytics

$400 billion are lost in PR nightmares. I mean how many times do you hear about someone walked, a famous rapper walked into Sephora and was discriminated against, or Beyonce walked into Reebok meeting and there weren't any people of color so she walked out. So a lot of it is related to pr, but employee attrition, dissatisfied shareholders. We see all of the sort of movements that happened a couple years ago by women in tech are still affecting companies that have gone public and they're still not doing well, that their culture has not really healed from those things. So we really, I do believe that this is not necessarily. It feels good that this is a business imperative for the future. A lot of this data is fragmented, anecdotal and broken. Everybody will just say, hey, I ran a report, I feel like this is enough. And we tell people that's not enough. If you're centralizing all your other data. The number one field right now in some in data science within a business organization is actually people analytics. 70% of all companies now have people analytics. When I started at five years ago, it was less than 5%. So they're looking at how people are being paid, what the benefits are, the engagement, how they're being hired, who's being hired. So people analytics is something that is very, very profitable and now it's being used. That being said, who's building these tools? And so we have to ask ourselves that. And with Atypica, that's what we're aiming to do. I also believe that the future of the workforce is not just on race and gender or any other age. It is a non binary workforce. How are we adapting to how people identify themselves or don't identify themselves? I spoke here at a Forbes CIO summit where CIOs of corporations, both financial and media companies like Sony Pictures heard me speak time and time again that a CIO's role is to actually gather more information around their people. They're going to the CIO's world 10 years ago was probably about information and it. But in the future it may be around what information and what data you're gathering for your own workforce. The market is quite big. This didn't go. The market is quite big. If people don't know visual analytics, I say it's queen because I'm a big feminist. But they are all this is where it is. Tableau was acquired by Salesforce for I believe 18 billion earlier this year and look by Google. So a lot of data and visualizations are happening right now around how to make businesses adapt to what is needed from their consumers to the key performance metrics. Any of that stuff. For me, I just focus on people. As I said, people analytics is growing. I give the stats because I think it's important to know that this may change. By the time some of you graduate or some of you are in the workforce, midway through your career, it could be three times as that. This didn't exist when I started at Tipica. Imagine me being a founder, going up Sand Hill Road or talking to investors saying, I want to build a platform based on inclusive, ethical and responsible AI, diversity and analytics. This was five years ago. They thought, we don't get what you're building. But those are the things that we have to adapt really quickly, and we have to be part of the conversation, especially women, especially women of color.