DEI Tools That Actually Change Your Funnel: Diversio, ChartHop, Untapped, and Eightfold Compared for 2026
By Tim Kreling, Co-Founder, OVI
The EU's Corporate Sustainability Reporting Directive (CSRD) has moved diversity from aspiration to audit trail. Under ESRS S1, companies reporting from fiscal year 2024 onward must disclose workforce gender distribution in management, pay-gap data, and working conditions — with the November 2025 EFRAG amendments refining these requirements into a smaller, more comparable datapoint set (ESRS S1 disclosure guide, Socious). For HR leaders, the question is no longer whether to invest in DEI technology but which layer of the problem each tool actually solves.
Six in 10 workers now seek out DEI commitment information before applying to a company (SelectSoftwareReviews), which means the talent market punishes inaction as fast as regulators do. But the DEI technology landscape is crowded, and most buyers conflate three fundamentally different product categories: analytics platforms that measure diversity, sourcing tools that widen candidate pipelines, and evaluation-layer systems that reduce bias at the point of hiring decisions.
This guide separates those tiers so you can match the right tool to the right stage of the problem.
The Three-Tier Framework
Before comparing individual products, it helps to understand why the category distinction matters. A measurement platform cannot source diverse candidates. A sourcing tool cannot audit pay equity. And neither can remove bias from how a hiring manager evaluates a shortlist.
| Tier |
Function |
Problem solved |
| Tier 1: Analytics & measurement |
Tracks workforce composition, identifies gaps, generates compliance reports |
"Where are we failing, and can we prove our numbers to regulators?" |
| Tier 2: Diversity sourcing |
Widens top-of-funnel candidate pools from underrepresented groups |
"How do we attract more diverse applicants?" |
| Tier 3: Evaluation-layer bias reduction |
Removes subjective bias at the screening and shortlisting stage |
"How do we ensure diverse candidates are fairly evaluated?" |
Most organisations need at least two tiers. The comparison below helps you decide where your gap is largest.
Tier 1: Analytics and Measurement Platforms
Diversio
Primary function: Enterprise DEI analytics and benchmarking. Diversio's six-part Inclusion Framework uses scientifically validated inclusion surveys and NLP analysis of open-text responses to identify specific barriers within an organisation (Diversio platform overview). Industry peer benchmarking allows HR teams to measure their inclusion scores against sector norms.
What it does not do: Diversio does not source candidates or intervene in hiring decisions. It is a diagnostic and reporting tool — powerful for CSRD ESRS S1 disclosure preparation (Diversio CSRD/EU compliance guide) and board-level reporting, but it will not change the composition of your applicant pool.
Pricing tier: Enterprise pricing, typically $10K–$50K+ per year depending on headcount and module configuration (SelectSoftwareReviews).
Ideal buyer: Large enterprises with CSRD reporting obligations, multinational organisations needing cross-geography inclusion benchmarking, and companies where the board demands quantified DEI progress.
Concrete outcome: Customers include Unilever, Deloitte, Hudson's Bay, and Danone — organisations using the platform's benchmarking to track inclusion improvements against industry peers (Diversio platform overview).
ChartHop
Primary function: People analytics and organisational planning with DEI dashboards built into the broader workforce analytics suite. ChartHop visualises diversity data across departments, levels, and locations alongside headcount planning, compensation, and org-chart management.
What it does not do: ChartHop is not a dedicated DEI platform. Its DEI capabilities are a feature set within a broader people analytics product. It does not provide the depth of inclusion surveying or NLP sentiment analysis that a dedicated platform like Diversio offers.
Pricing tier: Starts at $2 per employee per month (PeopleManagingPeople), making it significantly more accessible than enterprise DEI analytics suites.
Ideal buyer: Mid-market companies (200–2,000 employees) that want DEI visibility alongside workforce planning without purchasing a separate dedicated DEI analytics product.
Concrete outcome: The per-employee pricing model means a 500-person company can access DEI dashboards for approximately $1,000/month — a fraction of enterprise DEI analytics pricing.
A Note on Mathison/Changeforce
Mathison was acquired by Jennifer Brown Consulting in May 2024 and rebranded as Changeforce, integrating into the JBC consulting ecosystem. Product velocity appears to have slowed post-acquisition. Buyers should verify the current product roadmap and feature availability directly with the vendor before making purchasing decisions (SelectSoftwareReviews; PeopleManagingPeople).
Tier 2: Diversity Sourcing Platforms
Untapped
Primary function: Purpose-built diversity sourcing platform targeting mid-to-large enterprises. Untapped connects employers directly with candidates from underrepresented backgrounds and tracks funnel drop-off for underrepresented candidates at each hiring stage (SelectSoftwareReviews; PeopleManagingPeople).
What it does not do: Untapped does not evaluate candidates or remove bias from screening decisions. It widens the top of the funnel — getting more diverse candidates into the pipeline — but what happens after they apply depends on the evaluation tools and processes downstream.
Pricing tier: Enterprise pricing, typically negotiated based on hiring volume and modules. Untapped positions itself for organisations hiring at scale.
Ideal buyer: Mid-to-large enterprises with dedicated talent acquisition teams that have identified pipeline diversity — not evaluation bias — as their primary bottleneck. Particularly effective for employers in industries where underrepresented talent is concentrated in non-traditional sourcing channels.
Concrete outcome: Funnel-stage drop-off tracking lets TA teams identify exactly where diverse candidates exit the pipeline, turning an anecdotal problem ("we don't hire diversely") into a measurable one ("we lose 40% of underrepresented candidates between phone screen and onsite").
Fairygodboss (Adjacent Mention)
Fairygodboss, a platform focused on connecting women with employers committed to gender equity, has reported a 50% increase in applications from women for companies using its employer branding and job distribution features. This is a vendor-reported claim and should be evaluated accordingly (SelectSoftwareReviews; Guideflow).
Tier 3: Evaluation-Layer Bias Reduction
Eightfold
Primary function: AI-powered talent intelligence platform built on a skills graph spanning 1B+ profiles. Eightfold's matching algorithms evaluate candidates on demonstrated and inferred skills rather than pedigree signals such as university name or previous employer brand (SelectSoftwareReviews; PeopleManagingPeople).
What it does not do: Eightfold does not source exclusively diverse candidates (it is a broad talent intelligence platform) and it does not produce CSRD-style compliance reports. Its DEI impact is indirect — by shifting evaluation criteria from credentials to skills, it reduces the structural advantages that historically exclude underrepresented candidates.
Pricing tier: Enterprise pricing, typically $5,000–$15,000 per month, reflecting its position as a comprehensive talent intelligence suite (SelectSoftwareReviews).
Ideal buyer: Large enterprises (5,000+ employees) with complex talent needs across hiring, internal mobility, and workforce planning — and with the budget and implementation capacity for an enterprise AI platform.
Concrete outcome: Eightfold's bias-auditing process was completed by BABL AI Inc. in March 2026, providing third-party validation of its algorithmic fairness practices (PeopleManagingPeople).
Industry Precedent: Structured AI Screening at Scale
The evaluation-layer approach has proven results beyond any single vendor. Woolworths, working with Sapia.ai, achieved a 30% gender diversity improvement at scale using structured AI screening — demonstrating that removing subjective human interpretation from initial evaluations can materially change hiring outcomes (AI HR Daily, 2026-07-10).
Comparison Summary
| Criteria |
Diversio |
ChartHop |
Untapped |
Eightfold |
| Tier |
Analytics |
Analytics |
Sourcing |
Evaluation |
| Primary strength |
Deep inclusion diagnostics |
Affordable people analytics |
Diverse pipeline building |
Skills-based matching |
| CSRD readiness |
Strong (purpose-built) |
Moderate (general analytics) |
Not applicable |
Not applicable |
| Pricing |
$10K–$50K+/yr |
From $2/employee/mo |
Enterprise (negotiated) |
$5K–$15K/mo |
| Best for |
Enterprises with reporting obligations |
Mid-market wanting DEI visibility |
TA teams with pipeline gaps |
Large enterprises needing AI evaluation |
| Does not solve |
Sourcing or evaluation bias |
Deep inclusion surveying |
Evaluation bias |
Compliance reporting |
Choosing the Right Tier for Your Organisation
Start with the diagnosis. If you cannot measure your current diversity metrics — or cannot produce the disclosures CSRD ESRS S1 requires — an analytics platform is your first investment. You cannot fix what you cannot quantify.
Then examine your funnel. If your applicant pool is already diverse but diverse candidates are disproportionately rejected, the problem is evaluation bias — look at Tier 3. If your applicant pool is homogeneous regardless of the role, the problem is sourcing — look at Tier 2.
Budget reality. A mid-market company can start with ChartHop's DEI dashboards at $2/employee/month and layer sourcing or evaluation tools as budget and maturity allow. An enterprise with CSRD obligations may need Diversio and an evaluation platform simultaneously.
Context: US Federal DEI Rollbacks. Recent US federal executive orders scaling back DEI requirements for government contractors have created uncertainty — but they do not eliminate the business case for DEI technology. EU CSRD obligations apply regardless of US federal policy, and the candidate-market data (6 in 10 workers evaluating DEI commitment) reflects a structural shift in talent expectations, not a regulatory mandate that can be reversed by executive action (SelectSoftwareReviews).
Among the platforms acting at the individual evaluation decision layer, OVI (ovi-me.com) offers Milo — an AI screening agent that ranks candidates against structured rubrics, removing the subjective interpretation that often encodes historical bias into shortlists.
Frequently Asked Questions
Do I need tools from all three tiers?
Not necessarily. Most organisations have a primary bottleneck in one tier. Start by diagnosing whether your gap is in measurement (you cannot quantify diversity), sourcing (your pipeline is homogeneous), or evaluation (diverse candidates are disproportionately screened out). Layer additional tiers as you mature.
How does the EU CSRD ESRS S1 affect my DEI tool requirements?
ESRS S1 requires companies to report workforce gender distribution in management, pay-gap data, and working conditions. If your organisation falls under CSRD reporting obligations, you need an analytics platform capable of producing these disclosures — Diversio is purpose-built for this; ChartHop covers it partially through broader people analytics (ESRS S1 disclosure guide, Socious; Diversio CSRD/EU compliance guide).
Are AI-powered DEI tools compliant with bias regulations?
AI tools used in hiring face scrutiny under regulations such as NYC Local Law 144 and the EU AI Act. Eightfold has undergone third-party bias auditing by BABL AI Inc. (March 2026). When evaluating any AI DEI tool, ask the vendor for documentation of bias audits, data-processing transparency, and compliance with applicable local regulations (PeopleManagingPeople).
What happened to Mathison?
Mathison was acquired by Jennifer Brown Consulting in May 2024 and rebranded as Changeforce. Post-acquisition product velocity has slowed. If you are evaluating Changeforce, verify the current product roadmap and feature availability directly with the vendor before committing (SelectSoftwareReviews; PeopleManagingPeople).
Can a sourcing tool alone solve my diversity hiring problem?
No. Sourcing tools like Untapped widen the top of the funnel, but if your evaluation process contains bias, diverse candidates will still be disproportionately filtered out downstream. The most effective approach pairs a sourcing tool with evaluation-layer bias reduction — ensuring that the diverse candidates you attract are also fairly assessed.
How much should I budget for DEI technology?
Costs range widely. ChartHop starts at $2/employee/month for integrated DEI dashboards. Dedicated DEI analytics platforms like Diversio run $10K–$50K+ annually. Enterprise evaluation platforms like Eightfold cost $5,000–$15,000/month. A practical starting point for mid-market companies is to begin with affordable analytics and add targeted tools as you identify specific pipeline or evaluation gaps.
Do I need DEI tools from all three tiers — analytics, sourcing, and evaluation?
Not necessarily. Most organisations have a primary bottleneck in one tier. Start by diagnosing whether your gap is in measurement, sourcing, or evaluation, and layer additional tiers as your DEI maturity grows.
How does the EU CSRD ESRS S1 affect my DEI tool requirements?
ESRS S1 requires companies to report workforce gender distribution in management, pay-gap data, and working conditions. If your organisation falls under CSRD reporting obligations, you need an analytics platform capable of producing these disclosures.
Are AI-powered DEI tools compliant with hiring bias regulations?
AI tools used in hiring face scrutiny under regulations such as NYC Local Law 144 and the EU AI Act. When evaluating any AI DEI tool, ask the vendor for documentation of bias audits, data-processing transparency, and compliance with applicable regulations. Eightfold, for example, has undergone third-party bias auditing by BABL AI Inc.
What happened to Mathison as a DEI platform?
Mathison was acquired by Jennifer Brown Consulting in May 2024 and rebranded as Changeforce. Post-acquisition product velocity has slowed. Buyers should verify the current product roadmap and feature availability directly with the vendor.
Can a diversity sourcing tool alone solve my hiring diversity problem?
No. Sourcing tools widen the top of the funnel, but if your evaluation process contains bias, diverse candidates will still be disproportionately filtered out. The most effective approach pairs sourcing with evaluation-layer bias reduction.
How much should I budget for DEI technology in 2026?
Costs range widely. ChartHop starts at $2 per employee per month. Dedicated DEI analytics platforms like Diversio run $10K to $50K+ annually. Enterprise AI evaluation platforms like Eightfold cost $5,000 to $15,000 per month. Mid-market companies can start with affordable analytics and add tools as specific gaps are identified.