Maintaining diversity, equity and inclusion among an expanding labor force of 25,000 employees is not simple – and certainly not without the right HR data and analytics. Richmond, Virginia-based Performance Food Group (PFG) is on a journey to improve their DEI experience and better keep up with workforce segmentation report requests from their C-suite and Board of Directors, which led them to pilot ADP DataCloud’s DEI dashboard in early 2021. We spoke with Gene Spivey, HR director of technology, about how the DEI dashboard provides PFG with the tools necessary to understand the composition of its workforce and make substantive changes to continue to build a more diverse, equitable and inclusive workforce.

ADP DataCloud was like an epiphany, a whole other way of being able to get to the important data. The ability to apply it to a DEI board presentation that we were able to use to report to our board was critical in a short period of time.

Our board wanted to know what our workforce segmentation looked like for EEO considerations at their January meeting. We needed to produce reports as to “What does our workforce look like?” With ADP DataCloud’s DEI dashboard, you can see jobs by gender, ethnicity, age group and more. We could see the trends with our growing workforce. We didn’t have the straight data on trends before. All of that information is now at our fingertips

Gene Spivey, HR director of technology
Performance Food Group (PFG)


  • Difficulty reporting on workforce segments
  • Needed the right data to support workforce management action plans and DEI

How ADP helped

  • ADP DataCloud offers the DEI dashboard and reports to gather and segment workforce data
  • DEI reports support ongoing, company-wide strategy and commitment to DEI

On ADP DataCloud’s DEI dashboard reporting

When we presented the DEI dashboard reports to our board, they were pretty impressed. And the thing that made it most impressive is the fact it’s repeatable. Gathering this type of data has always been a challenge for us. We used to pull things together by trying to figure out job codes, locations and more.  Then you had to remember what you did in order to pull it together again. You don’t have to do that with ADP DataCloud.

On DEI data transformation

You have to really look behind the data because what we have in our population, which the workforce segmentation gave us, was that most of our employees in protected groups are in our transit positions and our warehouse positions. That’s not a PFG thing, that’s a national thing. So, we were able to deep dive and say, “OK, there are some differences in promotions, but that’s partly because they are drivers where there’s fewer promotions.” Then, if you look at promotions, it’s non-driver positions, non-warehouse positions and it’s fair, but it could improve. We can see where we can do better now from a DEI perspective now that we have segmented data.

The goal is for our underlying data to give us the tools to be able to use our workforce segmentation reporting more effectively and make action plans. It’s a refreshing look at how you can get to this data. 

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