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DiversityInc's 2016 Top 50 Announcement Dinner & Learning Sessions


April 19 | Cipriani Wall Street | New York City


DiversityInc Top 50 Methodology

More sophisticated use of SAS software to assess DiversityInc Top 50 Companies’ submissions resulted in a list that better evaluated highly complicated human- capital outcomes, associating them with best practices. Supplier–diversity results are far more straightforward, with second-tier supplier diversity scoring big results for companies that have it.

Quantitative factors include detailed demographics based on race/ethnicity and gender, with women
and men each broken out into separate racial/ethnic categories.

Ratios have been utilized to examine whether companies are effectively moving people from under- represented groups through the pipeline. For example, we look at workforce demographics versus management as well as compared against the top three levels of management.

Increasingly sophisticated questions enable us to better assess initiatives to hire, retain and promote people with disabilities, LGBT people, and veterans.

Supplier diversity remains a critical part of the survey. Supplier diversity is one of the four equally weighted areas of the survey. The other three areas are:

  • Talent Pipeline (workforce breakdown,recruitment, diameter of existing talent, structures)
  • Equitable Talent Development (employee resource groups, mentoring, philanthropy, movement, fairness)
  • CEO/Senior Leadership Commitment (accountability or results, personal communications, visibility)

The same survey is used to determine the 12 specialty lists: The Top 10 Companies for Recruitment, Supplier Diversity, Employee Resource Groups, Diversity Councils, Mentoring, People With Disabilities, LGBT Employees and Global Diversity, the Top 5 Hospitals and Health Systems, the Top 10 Regional Companies, the Top 5 Utilities, and the 25 Noteworthy Companies (organizations with potential to earn spots on the DiversityInc Top 50 next year).

One significant change occurred this year for company’s qualifying for the Top 10 for People With Disabilities list. We required them to fill out the National Organization of Disability (NOD)’s Disability Tracker. The tracker enables them to confidentially assess their own disability and veteran employment practices.

About the Survey
The DiversityInc Top 50 ranking is based on empirical data obtained through organizations filling out the survey. Participation is free and companies that do business with DiversityInc receive no preferential treatment. We anticipate eliminating half of the questions, which our analysis has shown to be statistically insignificant in determining the results.

At least 1,000 employees are required to be eligible for the list. All data considered for DiversityInc Top 50 rankings is U.S.-based (except the Top 10 Companies for Global Diversity list).

The data are entirely confidential and are kept on three secure, separate, dedicated servers. Data are retained to allow for year-to-year comparisons.

To ensure accountability for accurate responses, we require either the CEO, the Chief Human Resources Officer, or a corporate officer to sign a notarized form that all information submitted is correct. At least one employee from each company named to the DiversityInc Top 50 must attend the Top 50 dinner in order to complete the application process and be on the list.

More on the DiversityInc Top 50