Role of Talent Analytics in Enhancing Diversity and Inclusion Metrics in Karachi’s Corporate Sector

Abstract

This paper will analyze how Talent Analytics (TA) influences Diversity and Inclusion Metrics (DIM) in corporate organizations in Karachi to fill the gap in empirical literature on data-driven HR practices in the region. The main aim is to find out whether the effects of analytically informed HR strategies on perceptions and outcomes with regard to inclusion in the workplace are effective, and whether Public Welfare Factors (PWF) mediate the relationship. Quantitative research design was adopted and a structured questionnaire was used on 120 employees in different organizations in private sector. PLSSEM was performed using SMARTPLS 4 to measure construct reliability, model validity and structural path relationships. Findings indicate that the effect of Talent Analytics on Diversity and Inclusion Metrics is not statistically significant (b = 0.055, p = 0.677). Nevertheless, Public Welfare Factors show the significant positive effect (b = 0.346, p < 0.001) but not a significant moderating effect on the TA-DIM relationship (b = -0.055, p = 0.613). These results indicate that external socio-economic factors are stronger influences of inclusion as compared to internal analytics systems. In the study, it is suggested to invest in data-driven HR tools as well as larger employee welfare systems. It adds to the literature, placing HR analytics in the context of the corporate environment in Pakistan and the necessity of unified inclusion strategies.