Our brief review of DEI Goals for 2021:

We can learn from past mistakes of companies like Coca-Cola, where a consistent focus on representation metrics distracted from evaluating the strategies actually driving workforce diversity trends.

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Our brief review of DEI Goals for 2021:

– “When asked about goals the vast majority of leaders talked about progress being the only goal worth benchmarking.”
– Some leaders are weary of setting benchmarks at all, instead leveraging internal data to measure success over cycles
– Goals are getting smaller and more tailored to specific, functional areas.

ideascape View: Yes and no. When progress is analogous to end-stage employee diversity numbers, benchmarking misses the mark – in order to know what success looks like you have to know how you got there. We can learn from past mistakes of companies like Coca-Cola, where a consistent focus on representation metrics distracted from evaluating the strategies actually driving workforce diversity trends.

We think collaborative benchmarking has its place between point A and point B, as your strategy evolves instead of after. Our membership model utilizes real-time and collectively resourced data to help you design your goals in alignment with your priorities. Message us for details.

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Boards Need Real Diversity, Not Tokenism

“Too often, we limit our understanding of diversity to identity-based differences. When we do this, we overlook diversity’s true force: the unique and varied expertise and experiences that, when integrated, drive problem-solving, improve decision-making, and expand our creative potential.

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