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DEI-Aware Matching

Diversity in the match, privacy in the data

DEI-aware matching surfaces cross-functional pairs without compromising match quality. All diversity data is aggregate-only — participants are never identified by demographic data in any report.

Optional DEI dimension in PAIR

Admins can enable a DEI fit dimension in the PAIR matching engine. When active, PAIR weights cross-functional diversity as a positive signal — surfacing pairs that cut across demographic lines where the match quality is otherwise comparable.

Aggregate-only reporting

DEI analytics are always shown at the program or cohort level — never at the individual pair level. Participants are never identified by demographic data in any report.

Opt-in participation

Diversity data collection is always opt-in. Participants who do not share demographic information are matched on the other four PAIR dimensions without penalty.

ERG program support

Employee Resource Groups can run their own mentorship programs inside MentorStack — with the same matching, goal tracking, and analytics as the main program. ERGs often become the entry point for enterprise deals.

DEI cohort analytics

Track match composition, goal completion rates, and satisfaction scores segmented by cohort — including ERG-specific cohorts. Useful for quarterly DEI reporting to leadership.

Regulatory compliance support

For organizations under formal DEI reporting requirements — public companies, government contractors, financial services — MentorStack provides aggregate data exports formatted for common reporting frameworks.

How we approach DEI in matching

Forcing diversity at the expense of match quality is counterproductive — it produces pairs that do not work, which undermines both the program and the DEI goal. The PAIR engine treats DEI fit as one dimension among five, not a constraint or override.

When the DEI dimension is active, PAIR scores cross-functional pairs higher when match quality on the other four dimensions is comparable. It surfaces diversity where it comes naturally from the data — rather than forcing it where it would create friction.

Admins always review final matches before participants are notified. The DEI weighting is a suggestion, not an automatic assignment.

Build a more inclusive mentorship program

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