“Companies’ top diversity executives too often lack the power or resources to effect real change.”
“Lack of diversity has been a longstanding shortcoming in health research. That lack has not only failed underrepresented groups in the past but also threatens the progress of medical science and the healthcare industry in the future.”
“Tokenism is a recipe for failure.”
“At Companies Where Recognition Incorporates Diversity & Inclusion, 3X as Many Employees are Highly Engaged”
A huge thank you to Recruiter.com for featuring our article, “Are You Using Employee Resource Groups to Their Full Potential?”
With the pandemic-fueled switch to a recruiting process based on skills instead of geography, organizations have the opportunity to introduce new DEI strategies from the initial hiring stage.
Tomorrow’s DEI leaders understand that cross-functional change has to come with cross-functional benefits.
“If managers can’t demonstrate that they can identify, hire, retain and promote diverse talent then they shouldn’t get promoted.”
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?
Moving from $100k to $500k is a plausible financial action to back up your increased commitment to diversity, but what do you do if that type of budget is unavailable? What’s more, a dramatic increase in budget doesn’t necessarily align with the multi-year, even multi-decade process of DEI evolution.