To assess its progress in advancing diversity, equity and inclusion (DEI), a company needs to make several different calculations. Improvements in its diversity depends on determining the extent to which it has increased the proportion of women and members of underrepresented groups (W&U) in various job types, managerial roles and executive positions. Progress with respect to equity depends on the extent to which it has narrowed the gap between the compensation levels, promotion rates and leadership positions of W&U and white, heterosexual, cis-gendered and able-bodied (“advantaged”) men. In other words, to measure how well it is doing at advancing diversity and equity, a company needs to crunch some numbers. Read More.
