[THE DIVERSITYINC TOP 50]
do you use to
DO YOU REQUIRE:
A certain percentage of women and
people of color in management?
That the company has a diversity
That the company has affinity groups?
That the company has mandatory
diversity training for the workforce?
We analyze the data from the
hundreds of companies
that apply and compare all
companies against the accomplishments of the 50 best. It is
the practices of the best companies
that produce the standards, not
something we dream up. The results
are expressed as a percentage of
standard deviation, with cut-offs
at both the low and high levels. For
example, a company that has 80 percent Black people does not receive
more points than the high cut-off
and having that high a percentage of
Black people would certainly make it
practically impossible for them to be
competitive on Latinos, Asians and
We do not require a certain percentage of women and
people of color in management. The percentage of women and
Black, Latino, Asian and American Indian people in management that
is competitive to be on our list is a factor of the results of the companies that are the most equitable.
We don't require the company to have a diversity
award program. Although that may be a nice thing to do, it’s a
minor factor of overall organizational communications.
Companies that make the DiversityInc Top 50 list are not
required to have affinity groups. While it's not a requirement,
there is no case of a company producing competitive results in human
capital without them. The correlation between employee-resource
groups (ERGs) and talent development is very strong. Again, it’s not
an absolute requirement and some companies in the DiversityInc Top
50 have rather low participation in their ERGs, but the connection
between ERGs and competitive results becomes stronger every year.
Mandatory diversity training is not a requirement, but it’s
increasingly difficult to attain competitive results without mandatory