What’s the situation with diversity disclosures?
In reading this overview, we identified questions everyone should be asking as they develop their reporting plan:
– Do we have the underlying infrastructure to report accurately and effectively?
– How do we account for intersectionality and the expanding scope of identity in our standards?
– Are we aligned on what is necessary vs. material to disclose?
– How does our internal environment play into what employees are willing to disclose?
Whether you call it Human Capital, Social Capital, or Workforce Demographics, your diversity data– and how you report it– must be part of a larger conversation on stakeholder noise and conflicting priorities. The definitions of what is necessary to disclose versus what is important to disclose are constantly changing due to both external pressure on the regulatory front and internal pressure from your executive team and board members. But even within your team, alignment is nearly impossible without having a clear framework and knowing how it fits into your larger DEI narrative. ideascape eases the burden by providing you with best-practices research and knowledge of your what your industry peers are doing. Let Jonathan Dyke and Deon Gaines give you more details.
