ESG Reporting Matters: How to Go About it the Right Way

Increasing your data quality requires a commitment to both accuracy and validity in how you measure it. We see lots of emphasis on accuracy and transparency when it comes to diversity data, but this is a moot point unless your tools actually measure what they are supposed to. Human capital is not the same as financial data– do you know how to account for this?

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Keeping it short and sweet for Friday, let’s talk about this video, “Boards, investors, execs: Take Heed. ESG Reporting Matters”

We agreed on several of the points they raised over ESG reporting:

– Increasing your data quality requires a commitment to both accuracy and validity in how you measure it. We see lots of emphasis on accuracy and transparency when it comes to diversity data, but this is a moot point unless your tools actually measure what they are supposed to. Human capital is not the same as financial data– do you know how to account for this?

– Frameworks and standards allow you to benchmark, which, in turn, allows your management teams to contextualize DEI within organizational decisions. 

But we also took note of the fact that DEI was completely absent from the discussion on centralizing and organizing your data. We talk a lot about the issues that arise when you silo your DEI functions away from central decisions and action– the impact of the team is siloed as well. We think it’s time to expand the governance of your information to your diversity management team, and we have the tools to help you do so. Talk to Deon Gaines and Jonathan Dyke for more details.

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Scorecards are great for measuring progress towards achieving Diversity, Equity, and Inclusion (DEI) goals. The intentions and specifics behind DEI scorecards can vary from organization

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FREE guide to DEI in 2021 - 2022: strategic management themes

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