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Management Parity Index Calculator
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What are the Management Parity Indices (MPIs) for your demographic groups?

The MPI provides a simple metric similar to the Executive Parity Index (EPI). It compares the mid-level Management representation against the Professional representation for an assessment of the lower level management pipeline flows. The Management Parity Index (MPI) is the ratio of one group’s representation at the management level versus its representation at the professional level.

Management Parity Index  =  Percentage of Managers
Percentage of Professionals

If the MPI is equal to 1.0, then a group’s representation is the same at the individual contributor and middle management levels of the pipeline. If the MPI is less than 1.0 or below parity, then there are fewer in middle management relative to their representation as individual contributors, which indicates underrepresentation. An MPI greater than 1.0 is above parity, indicating overrepresentation.

Suppose your company has a total of 10 Managers, including 2 women. You also have a total of 100 Professionals, including 40 women. Hence, women are 20% of Managers and 40% of Professionals. In this example, the MPI for women is 20% / 40% = 0.50, significantly below parity.

1) Enter the employment data for a group in the calculator and see the group’s MPI.

2) Compare the indices for different groups for large gaps.

*Job categories defined in your EEO-1 report filed with EEOC.
**For more information on the EEOC standard definitions of various job categories and ethnicities, please click here.

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The MPI calculation only provides a high-level view of the parity through your lower level management pipeline because the EEOC definitions include multiple employee grade levels. The next step would be to extend the pipeline analysis and use data for internal grade levels to evaluate, in detail, where the gaps between different groups begin to emerge. The evaluation will probably require separate analyses by region or function, as appropriate (e.g. the lower level management pipeline for sales may be different than the pipeline for engineering).

For more detailed information, please download a free copy of The Illusion of Asian Success or contact the Ascend Foundation at

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