How to measure your DE&I efforts
Avoiding vanity metrics, setting tactical goals and embracing qualitative feedback are key parts of evaluating your organization’s DE&I efforts.
It’s been a few months since many organizations posted statements of support in the wake of the death of George Floyd. Now it’s time to start reporting some results.
Diversity, equity and inclusion have become scorching hot topics in the business community as activists have kept racial injustice and police brutality in the spotlight in the months after Floyd died while in police custody. Support for protests and an expectation for businesses to speak out about systematic racism have increased across the country.
However, there remains a gap between what organizations say they believe in and what audiences say they feel.
In its recent study on systemic racism, Edelman reported a gap between business expectation and performance on racial justice across every demographic. Just as alarming, CEOs get very low marks when it comes to trust around the issue of racial justice.
So how can organizations set measurable, provable goals and start to make a difference?
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