The Black Lives Matter protests and the #MeToo movement have shed light on the lack of racial and gender diversity in the workplace. The state of diversity in the newsroom is no exception.”
“It is disingenuous to talk about DEI without action, and it is also a missed opportunity to take action on DEI without talking about it — employees often have great ideas and feedback to share on DEI initiatives, including whether or not they’re actually having the intended impact day to day.”
While it is well-known that investment decisions rely heavily on management and financial success, how do companies effectively communicate the strength of their DEI programming as it relates to these areas?
motions” with DE&I procedures – in most cases, resorting to traditional corporate training or programming tactics – can contribute to more division than unity”
“PE firms should encourage and enable their portfolio companies to invest in high-priority DEI initiatives that will enable…an inclusive culture while outperforming their peers.”
“Tokenism is a recipe for failure.”
“81% of companies said it was important to have a plan for advancing gender equity but only 42% had one”
A huge thank you to Recruiter.com for featuring our article, “Are You Using Employee Resource Groups to Their Full Potential?”
Tomorrow’s DEI leaders understand that cross-functional change has to come with cross-functional benefits.
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?