All four areas measured (CEO Commitment, Human Capital, Corporate Communications and Supplier Diversity) are equally important, each contributing 25 percent to the total score of the DiversityInc Top 50.
- CEOs personally holding executives accountable for diversity results (supplier diversity included)
- Meeting with resource groups
- Chairing the executive diversity council
We measure race/ethnicity and gender representation of the workforce and management in this section. Strategies include:
- Top levels contain a small number of people, so year-to-year improvements in representation are very beneficial.
Companies that rise in the DiversityInc Top 50 make the most year-to-year improvements in this section. Strategies include:
- Mentoring and resource-group participation are critical areas. Companies that rose in the ranking from one year ago averaged increases in mentoring and resource-group participation of 21 percent and 27 percent, respectively. Companies that dropped in the ranking saw average declines in mentoring and resource-group participation of 24 percent and 32 percent, respectively.
- The availability of mentoring and resource-groups company-wide, and having measurable goals and executive participation in each program.
- The percentage of total philanthropy allocated to multicultural groups is also important
- Companies rank higher as procurement spend with Tier I and II women and minority-business enterprises increases.
–Shane Nelson, Director of Benchmarking, DiversityInc