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.
