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?

Help Wanted: Diversity Officer Hiring Is Booming in the U.S.

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.

Disability as Diversity

“[Disability] is predominantly framed as a biomedical issue or a technical one in terms of legal compliance. That framing forecloses any other discussion or experience or identity or social power.”

You’re ‘doing diversity’ wrong again. Here are 5 ways to get it right

As we speak to a variety of DEI teams, oftentimes the pressure to act immediately (validate their value) outweighs the ability to strategically evaluate what can and will move the needle in certain pockets or across the organization. This gap hasn’t dissipated, rather it is wider now with weight of external organizational forces.