Fair360 Survey

The purpose of this questionnaire is to obtain a better understanding of how diversity and inclusion are conceptualized and executed globally. We intend to examine what challenges global companies face, how they respond to these challenges and the best practices they have developed.

Data collected from this annual survey will form the basis for the data-driven benchmarking practices that recognize the better performing (that is, fair) companies and encourage all global companies to take advantage of the competitive edge that enhanced diversity and inclusion bring.


Participating companies will receive a data report on findings, plus possible benchmarking of their efforts against the best among the global companies who also participate in the survey. All participating companies that fulfill the requirements (see below) will be honored at the annual fall event.

Fairness and Gender

Fairness and gender are the double foci of the data analysis that will flow from this survey. Fairness means measuring efforts, not externally imposed limitations; gender is globally the most relevant dimension of social differentiation.

Four Areas

In the context of large global companies that are trying to maximize every individual's contribution from diverse backgrounds, this survey consists of four areas of talent management:

  • Leadership Accountability (Executive Diversity Council/Mission Statement)
  • Human Capital/Demographics (Top Executives/Management/Workforce)
  • Best Practices (Recruiting/Mentoring/Employee Resource Groups)
  • Social Responsibility (Supplier Diversity/Philanthropy/Environmental Programs/Reputation)

Requirements

The Fair360 Survey consists of two separate surveys: Global and Regional surveys. Participating companies are asked to complete both. Requirements are:

  • Completing the Global Survey
  • Completing at least two Regional Surveys, each response representing a region out of six available
  • Having at least 2,000 employees worldwide

Important Dates

  • Mon., Feb. 6: Survey opens
  • Thu.,  Jul. 27: Submission deadline
  • Wed., Sep. 27: Fall event (recognizing all participants that fulfill the requirements above)

Downloads

For more information, please email Fair360@DiversityInc.com.

Starbucks: Don’t Close the Stores, Close Corporate Headquarters

Starbucks CEO has an epic fail in grappling with his racism problem. He is unprepared, and has no clue about how to be prepared. Don't expect this to end well.

Luke Visconti is the founder and CEO of DiversityInc. Although the title of his column is meant to be humorous, the issues he addresses and the answers he gives to questions are serious — and based on his 18 years of experience publishing DiversityInc.

In the aftermath of the racist incident in a Philadelphia Starbucks store, the company is going to close 8,000 Starbucks stores on May 29th for hastily prepared diversity training.

It's a mistake.

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REUTERS

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REUTERS

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How the master of fantasy facts' latest executive order perpetuates racist (and false) stereotypes about government-assistance recipients.

REUTERS

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A judge said on Thursday that the request to depose Trump and his personal lawyer Michael Cohen was premature because they had yet to formally request that Daniels arbitrate her claims.

REUTERS

(Reuters) — A federal judge has rejected adult film star Stormy Daniels' request for permission to question Donald Trump and schedule a trial soon in her lawsuit to end her agreement to remain silent about her alleged sexual encounter with the president.

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