WHAT REALLY
PROPELS RANKING
Want to learn how to leverage diversity
awareness and understanding to
increase the contribution to your
company’s bottom line, innovation
and profitability?
Content
focused on
key diversity-
management
topics
It’s important to note that ranking in the DiversityInc Top 50 is completely separated from companies
doing business with DiversityInc,
including our benchmarking
service. Both the DiversityInc
Top 50 competition and the
benchmarking service benefit
from our increased ability to
fine-tune the questions to create
far more separation between
companies that excel and
companies that merely check
off a box. Our investment in
more sophisticated software
enabled these changes to be
implemented. For example, we
have asked in recent years what
percentage of employees are
members of employee-resource
groups. But this year, we were
able to ask and measure the
percentage of employees in
each specific group and, more
importantly, whether the groups
are available consistently through
the organization or just at
headquarters or a few locations.
What really propels ranking is
the decisions at a company that
impact its diversity-management
efforts and, subsequently, its
human-capital results. Those
decisions, whether about
resources, accountability or
visible support, are dependent
on the CEO. As you see from
these examples—and as our
data shows—without the
direct involvement
of the CEO,
sustainable progress
doesn’t happen. I
launch a
diversityinc
training
course
today!
FREE for DiversityIncBestPractices.com
subscribers and DiversityInc
Benchmarking customers
COURSE OFFERINGS
; Employee-Resource Groups
; Mentoring
; Diversity Councils
; Generational Communications
(Coming Soon)
FEATURES
Avonia Richardson-Miller, Ed.D.
; Interactive, online courses deliver
30–60 minutes of instruction
; Information based on research findings of best
practices revealed from DiversityInc historical data
; Insightful case studies from The DiversityInc Top
50 Companies for Diversity
DiversityInc 27 VISI T
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