Pearl Meyer’s report: “Tracking and Reporting on Diversity, Equity, and Inclusion” on its July 2021 survey of 421 companies (58% public | 31% private | 11% not-for-profit) revealed these noteworthy takeaways:
Tracking: 62% of respondents’ organizations track and report diversity metrics to the board. Of those that track such metrics, traditional “lagging” measures (already occurred) are much more common that “activity” measures, as shown here:
Commonly tracked inclusion and equity metrics include employee engagement/satisfaction scores, turnover rates, and pay equity.
Goal-setting: Of the 62% of respondents whose organizations track and report diversity metrics to the board, 45% set quantitative goals.
Disclosure: DE&I metrics are most commonly reported or planned to be disclosed in annual reports (46% currently | 14% planned), sustainability reports (44% currently | 16% planned), and on websites (39% currently | 15% planned).
Pay: 35% of respondents say their organizations have incorporated DE&I in their annual incentive plans; 9% indicated inclusion in their long-term plans. The chief reasons cited for incorporating DE&I into the incentive plans are to support talent management/development plans, to signal its importance to the organization, and to align with the strategic plan.
See Pearl Meyer’s release and numerous additional resources on our Human Capital/Workforce Management page.
This post first appeared in the weekly Society Alert!