Ethnic Diversity analysis for Retail

in US

A concept document by Draup

Conceptualized and Developed: June -2020

The objective of this study is to provide comprehensive analysis on

Ethnic Diversity of Talent in Retail Industry in United States and

showcasing reskilling strategies to boost diversity & inclusion

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

2

Retail firms are aligning diversity and inclusion goals with their hiring strategies to boost productivity and bring multicultural values in the organization

Retail firms are improving their diversity and inclusion goals and aligning their hiring strategies around it by considering the following:

Remote delivery model practices in last few months have made the firms location-agnostic

Demand for new roles with next generation skills have increased across the value chain

Next generation skills are trainable and hiring talent with specific experience/skills

is not imperative anymore

Diversity in the workplace is vital in building a multicultural working environment with increasing productivity

Increased Creativity

Better Consumer Understanding

Richer Brainstorming

Better Decision Making

To boost diversity and inclusion, firms

are trying to analyse the following :

Location intelligenceUnderstanding the presence of required diverse

talent amongst peers, universities and adjacent

industries across hiring locations

1

ReskillingTraining minority workforce in a specific job

cluster to take up high demand job roles in order

to improve diversity in less diverse job clusters

2

3

Existing diversityUnderstanding the internal diversity in major job

clusters across value chain and evaluating the

need of inclusion at job cluster level

Source: Draup Analysis and primary interviews with Draup’s customers and internal stakeholders

Key benefits of diverse workforce:

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

3

Thank You

DRAUP launched a systematic assessment to understand the ethnic diversity in Retail across top U.S. locations, and

analyze how Reskilling can help in attaining diversity and inclusion goals

➢ Role Taxonomy: 100+ Retail roles were analyzed and further categorized into specific job clusters based on the workloads served by

them in Retail value chain

➢ Ethnic Diversity in Hotspots: Draup analysed ethnic diversity across job clusters for overall U.S. and provided talent size and diversity

insights in critical job clusters for top Retail location

➢ Location insights for emerging location: Atlanta, an emerging and favourable hiring location for Retail firms was analysed for talent

availability, Ethnic diversity, understanding University ecosystem for fresh diverse talent in critical job clusters (Core + Tech)

➢ Reskilling framework: To avoid hiring competition for diverse talent, Draup suggested its proprietary reskilling framework to

train minority workforce across job clusters and boost diversity & inclusion in required job clusters

Scope of the report:

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

4

Thank You

AGENDA

1. Job roles Taxonomy

2. Ethnic diversity across U.S. in Retail

industry

3. Deep dive: Diversity in Atlanta

4. Reskilling strategies to boost diversity

This section talks about the Taxonomy of analysed core Retail jobs which is categorized into Core, Tech and Front office job clusters

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

5

Retail Job Clusters Taxonomy (1/2): Draup conducted a comprehensive analysis of relevant job roles important for functioning of Retail firms and synthesized them into specific job clusters

Job Clusters

1. Core jobs

Warehouse Management Supply Chain ManagementMerchandise

ManagementVendor Management Logistics Management

Inventory Manager Supply Chain Analyst Merchandise Planner Procurement Manager Logistics Analyst

Inventory Analyst Supply Chain Specialist Pricing Analyst Procurement Analyst Logistics Manager

Warehouse Analyst Supply Chain ManagerAllocation and Replenishment

AnalystSourcing Specialist Logistics Administrator

Warehouse Specialist Cluster Manager Planogram Manager Procurement Analyst Logistics Specialist

Warehouse Supervisor Supply Chain Planner Space Planner Category Manager Logistics Coordinator

Demand Planner Supply Chain Coordinator Capacity Planning Analyst Sourcing Analyst Fleet Manager

Inventory Planning Analyst Operations Analyst Retail Planner ERP Consultant Fleet Planner

Note: The above taxonomy excludes seniority level prefixes (such as Director, V.P, CXOs and others) and basic entry level jobs (Associates etc.) of the mentioned unique titles to showcase unique roles.

Source : DRAUP’s proprietary talent module

Job

ro

les

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

6

Retail Job Clusters Taxonomy (2/2): Job roles from recent job openings and existing talent pool across Retail value chain were analysed to study Ethnic diversity

Job Clusters

2. Tech jobs 3. Front office jobs

IT CloudSoftware

Development

AI/Machine

LearningCybersecurity

Customer

ServiceSales Marketing

Store

Operations

IT Incident HandlerCloud

Administrator

Software

Development

Engineer

Machine Learning

Engineer

Cyber Security

Analyst

Customer

Service

Representative

Sales ExecutiveMarketing

AdvisorStore Operator

IT Consultant Cloud ConsultantMobile Application

DeveloperData Scientist

Cyber Security

Architect

Customer

Support

Executive

Retail Sales

Executive

Marketing

AssociateStore Associate

System Engineer Cloud ArchitectSoftware Design

Engineer

Deep Learning

Engineer

Incident Response

Analyst

Customer

Service Manager

Sales

Development

Manager

Marketing

Consultant

In store Sales

Associate

Systems AnalystCloud Database

EngineerJava Developer NLP Engineer

Cyber Security

Engineer

Customer Care

Executive

Retail Sales

Representative

Marketing

ExecutiveStore Manager

Systems

Administrator

Cloud Devops

Engineer

Software Test

EngineerAnalytics Manager

Cyber Security

Specialist

Customer Care

Representative

Area Sales

Manager

Marketing

AnalystStore Supervisor

IT AdminCloud Solution

Architect

Back end

EngineerAI Scientist

Penetration

Tester

Technical

Support

Executive

Retail Sales

Associate

Social Media

MarketerStore Assistant

Job

ro

les

Source : DRAUP’s proprietary talent module Note: The above taxonomy excludes seniority level prefixes (such as Director, V.P, CXOs and others) of the mentioned unique titles to showcase unique roles. Although, the senior level analysts, associates,

specialists, manager have been included in the further analysis

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

7

Thank You

AGENDA

1. Job roles Taxonomy

2. Ethnic diversity across U.S. in Retail

industry

3. Deep dive: Diversity in Atlanta

4. Reskilling strategies to boost diversity

I. This section gives an overview of ethnic diversity in analysed Retail job clusters for overall U.S. and

Metropolitan Statistical Areas (MSA) (Tier 1 and emerging locations are analyzed for ethnic diversity)

II. This section will help HR leaders evaluate top locations with availability of desired minority talent, Ethnic Diversity of 16 locations is analyzed with existing talent size of each ethnic group

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

8

64%

13%10% 10%

2% 1%

white AfricanAmerican

Asian Hispanic 2 or moreraces

AmericanIndian and

AlaskaNative

Ethnic diversity in U.S.: Out of 1.8+ Million analyzed talent pool in Retail, the presence of Underrepresented minorities in fast growing tech jobs is lowest compared to core and front office jobs

Ethnic diversity for overall job clusters Ethnic diversity across analysed job clusters in Retail Industry in U.S.

1. Tech jobs

3. Front Office jobs

43% 33% 11% 8% 4%

1%

50% 19% 15% 13% 3%

1%

Total talent size: 110,000

Total talent size: 1,500,000

Total talent analysed in U.S. for all job clusters (Core + Tech + Front office):

1,850,000

Source: Draup talent module, all data updated in May 2020

Ethnic diversity of critical job clusters ( Core jobs, Tech jobs) are analysed further

Underrepresented minorities65% 14% 12% 6% 2%

1%Total talent size: 240,000

2. Core jobs

63K Underrepresented minorities

talent pool

White Asian Hispanic African American 2 or more racesAmerican Indian and

Alaska Native

84K Underrepresented minorities talent pool

750K Underrepresented minorities talent pool

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

9

United States – Talent Hotspots: Los Angeles, Bay Area, Atlanta Area, and Miami Area have the best diversity with high availability of Retail talent pool in core and tech job clusters

Greater Los Angeles Area

Top talent (core + tech) hotspots for Retail Industry

Orange County

Note : DRAUP’s proprietary talent module was used to analyse jobs by locations; the hotspots were identified based on the relevant talent pool data

*Metropolitan Statistical Area has been considered for analysis. 1All MSA definitions are based on U.S Census Bureau Metropolitan and Metropolitan Statistical Area Delineation Files, 2019

Talent pool >10,000

Talent Pool 2,000-10,000

Talent Pool <2,000

Legend

Critical job clusters (Core jobs, Tech jobs) are analysed further for top

locations

Greater New York

City Area

Greater Chicago Area

San Francisco Bay AreaWashington DC

Metro Area

Dallas Fort Worth Area, TX

Houston, Texas Area

Greater Boston Area

Greater Atlanta Area

Greater

Philadelphia

Area

Greater Minneapolis St. Paul Area

Greater Seattle Area

Greater Detroit Area

Greater Denver Area

Charlotte, North

Carolina

Greater San Diego Area

Phoenix, Arizona Area

Greater St. Louis Area

Kansas City, Missouri

Tampa/ St. Petersburg, Florida

Greater Pittsburgh Area

Portland, Oregon Area

Indianapolis, Indiana Area

Austin, Texas

Greater Milwaukee

Orlando, Florida

San Antonio, Texas

Greater Salt Lake City

Sacramento, California

Hartford, Connecticut

Richmond, VirginiaLas Vegas, Nevada Area

Rochester

Akron

Baltimore,

Maryland Cincinnati, Ohio

Louisville, Kentucky

Greater Nashville

Greater Louisville Area

West Palm Beach, Florida

High Diversity (under-

represented minority >30%)

Medium Diversity

(under-represented

minority (20% - 30% )

Low Diversity (under-

represented minority <20%)

Miami, FL

Talent size analyzed: 350,000

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

10

Ethnic Diversity Analysis in Tier 1 locations: Greater Los Angeles Area has the best ethnic diversity amongst the Tier 1 locations employed across core and tech job clusters

Major MSA’s

Total talent across

analyzed core job

clusters

(in Retail)

Ethnicity Percentage of Core job roles

Total talent across

analyzed Tech job

clusters

(in Retail)

Ethnicity Percentage of Tech job roles

Greater New York City

Area16,000 4,200

Greater Los Angeles

Area12,000 1,700

Greater Chicago Area 9,300 2,500

San Francisco Bay Area 8,000 2,600

Dallas/Fort Worth Area 7,100 2,600

Washington D.C. Metro

Area7,200 1,300

Greater Boston Area 6,000 1,700

Greater Seattle Area 5,300 2,500

63% 16% 9% 8% 4%1%

50% 27% 10% 9% 4%

1%

41% 36% 12% 9%1%

1%

64% 18% 11% 4%2%

1%

77% 7% 5% 8%1%

2%

51% 19% 15% 11% 3%

1%

66% 15% 9% 4%4%

2%

48% 23% 16% 9% 3%

1%

58% 17% 13% 8% 3%1%

62% 18% 9% 7%3%

1%

45% 33% 9% 8% 4%1%

53% 26% 10% 7% 3%

1%

59% 16% 16% 5% 3%

1%

58% 19% 10% 9% 3%1%

63% 15% 10% 8% 2%

2%

55% 20% 12% 10% 3%1%

Source: Draup talent module, all data updated in May 2020

Location with high availability of minority talentWhite Asian Hispanic African American 2 or more races

American Indian and

Alaska Native

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

11

Ethnic Diversity Analysis in Emerging locations : Miami, Atlanta, and San Diego are the top locations with best ethnic diversity amongst analyzed emerging locations

Major MSA’s

Total talent across

analyzed core job

clusters

(in Retail)

Ethnicity Percentage of Core job roles

Total talent across

analyzed Tech job

clusters

(in Retail)

Ethnicity Percentage of Tech job roles

Greater Atlanta Area 7,500

Greater Minneapolis-

St. Paul6,000 2,600

Great Philadelphia

Area4,800 1,600

Miami/Fort

Lauderdale Area4,200 1,000

Great Detroit Area 3,000 700

Great Denver Area 2,100 500

Charlotte N.C. Area 1,600 700

Great San Diego Area 1,500 300

Source: Draup talent module, all data updated in May 2020White Asian Hispanic African American 2 or more races

American Indian and

Alaska Native

65% 23% 6% 5%1%

0%

42% 39% 13% 4%2%

0%

74% 9% 9% 4%2%

2%

60% 15% 14% 7% 3%

1%

48% 28% 11% 9% 3%

0%

68% 12% 10% 5%3%

1%

3,000

70% 12% 10% 6%2%

0%

64% 14% 11% 7% 3%

1%

78% 9% 8%3%2%

0%

61% 17% 11% 7% 3%

1%

72% 10% 10% 7%1%

0%

69% 11% 10% 8% 2%

1%

73% 17% 7%2%1%

0%

61% 16% 13% 7% 2%

1%

64% 21% 9% 5%1%

0%

56% 19% 13% 9% 3%

1%

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

12

Thank You

AGENDA

1. Job roles Taxonomy

2. Ethnic diversity across U.S in Retail

industry

3. Deep dive: Diversity in Atlanta

4. Reskilling strategies to boost diversity

I. Atlanta Area is one of the emerging and fastest growing Retail location due to presence of Retail giants in the region .

II. Atlanta has been taken as a sample location for extensive analysis

III. This section gives the brief analysis of Ethnic diversity in critical job clusters of Atlanta’s Retail industry along with an overview of diversity of fresh talent pool from its University ecosystem

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

13

Ecosystem overview across analysed job clusters

Demography overview

Population: 5.60M

Top Spoken Languages: English, Spanish, Chinese, Hindi

Sex ratio Female: 51% | Male:49%

Ethnic diversity in Atlanta Area

Top EmployersEthnic diversity in Retail Companies

Source: Draup talent module, data updated in May 2020

10,500Total Talent Pool

across Analysed Job

clusters in Retail

Industry

900Merchandise

Management

Talent Pool

3,500Warehouse

Management

Talent Pool

1,100Vendor

Management

Talent Pool

1,200Logistics

Talent Pool

800Supply Chain

Management

Talent Pool

~3KTech Talent

pool

51%39%

4% 4% 2% 0.2%

African

American

White Hispanic Asian Two or more

races

American

Indian and

Alaska

61%

15% 14%

7%3% 1%

White African

American

Asian Hispanic Two or

more

races

American

Indian and

Alaska

Talent Overview

Ethnic Diversity overview: With many recent investments by retail giants, Atlanta is one of the growing hotspot with highest presence of African Americans in population as well as Retail Segment

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

14

Diversity across core job clusters - Atlanta: Underrepresented minorities have relatively higher presence in Merchandise, Logistics and Warehouse in Retail Industry jobs

Core Job clusters Talent size Ethnicity Percentage Top Employers

Warehouse

Management3,500

Logistics Management 1,200

Vendor Management 1,100

Merchandise

Management900

Supply Chain

Management800

69% 18% 6% 5%

1%

1%

68% 18% 8% 3%2%

1%

71% 12% 7% 6% 3%

1%

61% 27% 6% 5%1%

0%

Highest LowestTalent size

Source: Draup talent module, data updated in May 2020

White Asian Hispanic African American 2 or more racesAmerican Indian and

Alaska Native

67% 17% 7% 6% 2%

1%

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

15

Diversity across tech job clusters - Atlanta: Underrepresented minorities have lowest presence throughout the tech jobs; Asians are the top employed underrepresented ethnic group

Tech Job clusters Talent size Ethnicity Percentage Top Employers

IT 1,300

Software Development 1,150

AI/Machine Learning 250

Cloud 200

Cybersecurity 100

Highest LowestTalent size

52% 25% 12% 7% 3%

1%

62% 19% 8% 6% 3%

2%

52% 24% 13% 7%3%

1%

52% 24% 12% 7% 3%

2%

57% 17% 11% 9% 4%

2%

Source: Draup talent module, data updated in May 2020

White Asian Hispanic African American 2 or more racesAmerican Indian and

Alaska Native

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

16

87% 10% 3%

41% 26% 14% 11% 6%1%

48% 23% 12% 10% 6%

1%

97%

Fresh talent supply- Retail: Georgia State University is the largest university in the Atlanta region with highest availability of ethnically diverse graduates relevant for Retail companies

Colleges and Universities in Atlanta 20+

Total Graduates 27K+

Atlanta Universities Landscape

Total fresh Business, Management, Marketing, and Related

Support Services talent8k+

Total fresh Business Administration talent 1500+

Software/Computer graduates from universities in Atlanta1400+

Ethnic diversity in Top Universities

Relevant core

graduates:

Tech

graduates:

Relevant core

graduates:

Tech

graduates:

Relevant core

graduates:

Tech

graduates:

Relevant core

graduates:

Tech

graduates:

3,500 700

1,500 200

400 30

200 20

Note : DRAUP’s Talent module analysed 20+ universities in Atlanta to identify top universities and key courses; *Business Administration includes the students in majors MBA, International Business, Entrepreneurship & Innovation, Business Administration,

Business Foundation. Sources: Data USA, NCES, College websites

HBCU (Historically Black Community University

White Asian Hispanic African American 2 or more racesAmerican Indian and

Alaska Native

3

%

3%

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

17

Thank You

AGENDA

1. Job roles Taxonomy

2. Ethnic diversity across U.S. in Retail

industry

3. Deep dive: Diversity in Atlanta

4. Reskilling strategies to boost diversityThis section talks about how Reskilling can be a great alternative for Retail firms to train underrepresented minorities in front office jobs (higher presence but vulnerable to disruption) to high demand job roles (lowest presence of minority) and improving the diversity distribution across desired critical job clusters

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

18

Automation themes

Automation use casesDisrupted

job clusters

• Customer Support Chatbot

• Voice-based Robo Advisors

• Automatic Feedback Handling

• Automatic Ticket Creation

• Automatic Ticket Prioritization

Customer Service

• Email Marketing Automation

• Automated Lead Generation

• Predictive Lead Scoring

• Sales Conversation Analytics

• Demand Forecasting

• Search Engine Optimization

Sales & Marketing

• Billing & Checkout Optimization

• Virtual Showroom

• Self Checkout

• Planogramming/ Smart Merchandising

• Smart Shelfs

• Digital Signage for guidance

Store Operations

Underrepresented minorities are highly concentrated in front office job clusters which are getting disrupted due to advent of digitalization in Retail firms

Source: Draup talent module and primary interviews with Draup’s customers and internal stakeholders

Most of the Front office job roles are getting disrupted due to digitalization; more than are 50% of talent are likely to

become redundant

Job roles prone

to disruption

High Minority

presence

Medium Minority

presence

Low Minority

presence

C

Digital Assistance

Digital

Sales/Marketing

Store Automation

Underrepresented minorities have higher presence in front office job roles that are susceptible to disruption

Diversity analysis for Front office job roles

Customer Service

Sales MarketingStore

Operations

Customer Service

RepresentativeSales Executive Marketing Advisor Store Operator

Customer Support

Executive

Retail Sales

Executive

Marketing

AssociateStore Associate

Customer Service

Manager

Sales

Development

Manager

Marketing

Consultant

In store Sales

Associate

Customer Care

Executive

Retail Sales

Representative

Marketing

ExecutiveStore Manager

Customer Care

Representative

Area Sales

ManagerMarketing Analyst Store Supervisor

Technical Support

Executive

Retail Sales

Associate

Social Media

MarketerStore Assistant

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

19

Contrarily, Minorities have lowest presence in digital job roles and digitally-enabled core jobs that are in high demand for Retail firms

Critical job roles in RetailJob role demand

increase in last 2 years

Data Scientist 22%

Data Analyst – Fraud detection 28%

Cloud Administrator 18%

Web Developer 18%

Supply chain Analyst 22%

Inventory Analyst 18%

Logistic Analyst 17%

Warehouse Analyst 12%

Source: Draup talent module and primary interviews with Draup’s customers and internal stakeholders

High Minority

presence

Medium Minority

presence

Low Minority

presence

Under represented minority talent have very low presence in high demand job roles

Mobile Solutions(mobile based solutions

enabling customers in digital

Retail processes)

In-house Digitization(AI-based cognitive solution

to digitalize and optimize core

back office processes )

• Real-time Alerts & Reminders

• Automated Payments

• Contactless Payments

• Digital Wallets

• Unified Payment Platforms

• Replenishment Automation

• Demand Forecasting

• Inventory Monitoring

• Warehouse Robots

• Smart Sourcing

• Asset Tracking

Disruption-

proof Corejob roles with

digital skills

Tech roles

enabling

digitalization

Digitalization use cases enabled by Tech and digital roles

Digitalization themes Digitalization use cases

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

20

Disrupted minority talent from front office jobs can be trained with advanced new age skills to fill the high skill demand of critical job roles

Minorities in Front office jobs can be trained with high demand skills to step into critical job roles

Hig

he

r skill

ga

p

Lo

we

r skill g

ap

Sk

ill g

ap

Exp

erie

nce

Exp

erie

nce

Exp

erie

nce

Cloud Administrator

Web Developer

Data Scientist

Inventory Analyst

Warehouse Analyst

Supply chain Analyst

Customer Service Manager

Customer Service Executive

Store Manager

In store Sales Associate

scenario 1:

6-8 months

training

required

scenario 2:

8-12 months

training

required

Core job roles

Tech job roles

Front office roles

Source: Draup talent module and primary interviews with Draup’s customers and internal stakeholders

Skill gap analysis for training front office rolesReskillingMethodology

1

2

3

4

Skill identification of highdemand jobroles

Analysis of feasible transitions basedon relevant Reskilling parameters

Suitable learning module selection to bridge the skill gaps

Skill gap identification between the starting and desired role

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

21

Front office job roles can be reskilled to high demand job roles like Inventory Analyst by training with relevant learning modules to bridge the required skill gap

Front office job roles RPI2

Sample Parameters1 to analyse different skill gaps and career transition trends

End RoleSpecific Technical

Skills Overlap

Technical

Proficiency

Functional

Proficiency

Specific Soft

Skills Overlap

Observed Career

Transitions

In-store Sales Associate 6.4

Inventory AnalystStore Assistant 6

Retail Sales Executive 5.5

Sample Reskilling Propensity analysis of front office talent existing in the firms who can transform into Core job roles

Score in Individual Parameter High Medium Low>6.5 - Upskilling >5 - ReskillingRPI Range

1. Several other Reskilling parameters are considered in actual analysis

2. RPI or Reskilling Propensity Index is the Draup’s Proprietary scoring index methodology for Reskilling which is based on detailed analysis of relevant parameters

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

22

Sample Reskilling case study: Based on skill gap analysis, a relevant online learning module/course was selected to showcase how an

‘In-store Sales Associate' can be reskilled to evolve into high demand ‘Inventory Analyst’ role

Course Undertaken (beginner and Intermediate level courses)

Skills acquiredwith courses

Existing role1 Required role2

In-store Sales

Associate

Inventory

Analyst

Inventory forecastingERP tools and Database

handling tools

Data analysis &

Visualization

(Above sample course by: Coursera)

Reskilling transition time (6-8 months)

Existing skills

•CRM handling

•Inventory planning

•Customer handling

•Customer survey

analysis

Required skills

•Data Analysis

•Database handling

•Inventory

forecasting

•ERP AND DB tools

Note: Draup performs complex assessment around various other critical Reskilling parameters between existing and desired roles to understand skill gap and match it with relevant learning modules

Supply Chain Fundamentals:

Inventory Management (Certification)

1. In-store Sales Associate considered here should have 4+ years experience with high overlapping skill sets of Inventory Analyst

2. During transition time (6-8 months), Reskilled In-Store Sales Associate can be utilised to cater basic level Inventory Analyst workloads and can be trained simultaneously inhouse to gain advanced expertise

Reskilling is a key alternative to boost diversity and inclusion across important job clusters as well as provide minorities a viable and sustainable career path

Supply Chain Analytics Specialization

(Coursera)

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

23

About Draup

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

24

Draup uses Machine learning models to perform prior analysis and can replicate it on a broader level for any job roles/skills across functions

Learning & Development

University Relations

Mergers and Acquisitions

Diversity & Inclusion

Compensation & Benefits

Strategic Workforce Planning

Recruitment

Peer Intelligence

Draup Capabilities & Data Assets EMPOWERS DECISION MAKING IN

ROLES & SKILLS

TAXONOMY

DIGITAL IMPACT ON

TRADITIONAL ROLES

CAREER PATH

PREDICTOR

PEER

BENCHMARKING

LOCATION

INTELLIGENCE

Explore Diverse Job Roles,

Locations and Ecosystem

Insights

DIVERSITY INTELLIGENCE

TALENT

INTELLIGENCE

UNIVERSITY

INTELLIGENCE

COURSES/

CERTIFICATIONS

and diverse other use cases…

Co

pyri

gh

t ©

20

20

Dra

up

. A

ll r

igh

ts r

ese

rve

d

25

Draup for Reskilling: Draup analyzes 4 Million+ career paths and associated skills to assist organizations in their Reskilling initiatives

50M+ DIGITAL AND

DIGITALLY

INFLUENCED

PROFESSIONALS

65M+JOBDESCRIPTIONS

4M+CAREER PATHS ANALYZED

52MACHINE LEARNING MODELS DEYELOPED

10M+DAILY DATA POINTS ANALYZED

100+Labor Statistic database

1,000+CUSTOM TALENT REPORTS

30,000SKILLS

7,000+DIGITAL TOOLS& PLATFORMS

100,000+COURSES

2,500+LOCATIONS

7,000+UNIYERSITIES

JOB ROLES

4,500+ PEER GROUP COMPANIES

300,000+INDUSTRIES33

30,000+UNIYERSITY

PROFESSORS

26

Source: Draup

Source: Draup

26