2013 DiversityInc Top 50 Methodology

The process of determining The DiversityInc Top 50 Companies for Diversity list became more sophisticated this year with our switch to SAS software.

By Luke Visconti and Barbara Frankel

The process of determining The DiversityInc Top 50 Companies for Diversity list became more sophisticated this year with our switch to SAS software. This has enabled us to measure more human-capital ratios than ever before and to refine our measurements, which we believe give us better accuracy. We've also utilized the power of the software to better measure what actually constitutes top performance and to eliminate outliers.

We enhanced our accountability by having notarized CEO sign-offs on submissions from companies where we have not met with the CEO directly.

About the Survey

The survey continues to be completely based on empirical data. Participation in the survey is free and companies that do business with DiversityInc receive no preferential treatment. There are seven companies on this list—including two in the top 10—with whom we have no business relationship at all.

The number of companies participating in the survey has increased annually, but this year saw the largest jump of all—from 587 companies last year to more than 900 this year. The reason is twofold: We had a focused marketing outreach to many more companies, and interest in diversity management in corporate America is growing rapidly.

In order to participate, an organization must have at least 1,000 employees and fill out our detailed 300-question survey, which is divided into four equally weighted areas: CEO Commitment, Human Capital, Corporate and Organizational Communications, and Supplier Diversity. Each company is judged within its own industry, and each application is vetted by our staff. The data is kept secure and confidential; it is never shared with anyone outside of the company.

Although the weightings of the questions are not released, we do discuss the evolution of what correlates to measurable results—what, therefore, is emphasized. In recent years, we have placed increased importance on resource-group and cross-cultural-mentoring participation and best practices since they yield demonstrable human-capital improvements. Next year, we plan to increase the emphasis on what percentage of a company's gross revenue goes to philanthropy, since that is a critical indicator of corporate values and ability to build community support.

Michelle Obama: 'I Wish that Girls Could Fail as Bad as Men Do and Be OK'

The former first lady says women execs need to "really shake it up" when they get a seat at the table.

At the United State of Women Summit in Los Angeles on Saturday, former First Lady Michelle Obama talked with actor and activist Tracee Ellis Ross, star of "Black-ish," about gender equality.

Read More Show Less

Lisa Garcia Quiroz, Time Warner's First Chief Diversity Officer, Creator of People en Español, Dies at 56

Quiroz was an advocate of diversity and inclusion, education and the arts.

A Latina trailblazer, Lisa Garcia Quiroz, senior vice president and chief diversity officer at Time Warner Inc., and president of the Time Warner Foundation, died Friday at age 56 after a long battle with pancreatic cancer. An advocate of diversity and inclusion, education and the arts, Quiroz created a dynamic legacy.

Read More Show Less

Accenture's Tauni Crefeld on Challenges Veterans Face When Transitioning

Accenture Managing Director Tauni Crefeld on challenges veterans face when transitioning.

Tauni Crefeld served as an Air Force Security Police captain for five years, responsible for up to 50 security police resources. Before joining the military, she graduated from the U.S. Air Force Academy with a B.S. in Engineering. After leaving the Air Force, Tauni joined Accenture as an analyst — at new joiner level — and 19 years later is a Managing Director in the company's Communications, Media and Technology Consulting practice, leading large complex delivery projects for clients.

Read More Show Less

Accenture Managing Director on Why Veterans Are a Great Fit for Professional Careers

Accenture Managing Director Mary Legere on why veterans are a great fit for professional careers.

Lt. Gen. (R) Mary Legere joined Accenture's Federal Services as a Managing Director to help the company bring the best cyber and intelligence capabilities to national defense intelligence and cyber clients. Prior to joining Accenture, Mary served for 34 years in the U.S. Army as an Intelligence Officer, with tours in Korea, Germany, the Balkans and Iraq.

Read More Show Less

Analyzing Deloitte's Plans to Phase Out Business Resource Groups

In my expert opinion, Deloitte's phasing out of its business resource groups is a big mistake.

Bloomberg Businessweek posted the article "Deloitte Thinks Diversity Groups Are Passé" on July 19 about Deloitte's plans to do away with its "employee affinity groups." My first thought was, were they referring to the firm's business resource groups (BRG)? That was confirmed as I read on and the article mentioned that the firm will end its women BRG, known as the Women Initiatives (WIN). My second thought was that this is a huge mistake. I sought to understand the rationale so I read on and finished the article.

Read More Show Less

Uber Fires More Than 20 Workers After Sexual Harassment Investigation

Lack of diversity was always at the core of Uber's problems.


Uber Technologies Inc. is in the midst of a workplace culture and branding crisis that if not remedied will make the company less desirable to diverse top talent — and will affect its bottom line.

Read More Show Less