Walking the Talk: Company Disclosure of EEO-1 Data is Key to Demonstrating a Commitment to Race and Gender Equity

A whole discussion could be dedicated to the pros and cons of making this document public, including the potential legal ramifications of making something like this a “discoverable artifact.” However, we’d rather speak to you directly about this.

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Takeaways:
– Publicizing EEO-1 surveys are quickly becoming a way for shareholders, and stakeholders alike, to hold companies accountable for their performance in meeting diversity goals
– This is a measurable baseline for organizations to use in their Diversity strategy

ideascape view: The EEO-1 survey – How many companies’ #diversityandinclusion teams are using this #data, let alone aware of its existence? This is a significant report that can serve as a historical artifact for many companies to explore the ebbs and flows of the makeup of its workforce.

A whole discussion could be dedicated to the pros and cons of making this document public, including the potential legal ramifications of making something like this a “discoverable artifact.” However, we’d rather speak to you directly about this.

Back to the EEO-1: when you commit to improving representation statistics or measuring percentages of #engagement in ERGs/BRGs, this set of data can be extremely helpful. Moreover, from an equality and equity perspective, this document opens a number of windows for the team to explore and better understand how to engage various internal and external stakeholders in the conversation.

Jonathan Dyke would love to show you how.

link to article

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