I changed the name of my company from DiversityInc to Fair360 two years ago. I saw the anti-DEI movement coming. It’s okay, progress requires adaptation and innovation. Change is necessary when, as one example, you have a system where women have earned more than half of bachelor’s and master’s degree since the 1980s (and earned more than half of PhDs since the 1990s). Despite this, women are only 10% of Fortune 500 CEOs.
Focusing on Outcomes
We have moved away from representation to outcomes. Outcomes are expressed for every demographic. This year, we provided every company with a monetary value of their inclusive human resources initiatives – expressed as existing (dollar value) benefit and opportunity (if management of initiatives was improved to that of top-performing companies).
Fairness Report Insights
We also provided a fairness report, which conclusively showed that white people are not systematically discriminated against even in companies that had the most robust inclusion initiatives. This is critical. The progress of some cannot come at the penalty of others. The perception that it does is at the root of much anti-DEI sentiment. That said, individual cases of discrimination against white people (and every other group) cannot be denied. No company can absolutely guard itself against the intentional misbehavior of individuals.
Optimized Survey
Our survey has been optimized to be more efficient, now containing fewer than 100 questions. We have removed compensation-related inquiries and made supplier outreach and philanthropy optional, ensuring a more focused and relevant experience for participants. The survey will be available all year long.
Data-Driven Analysis
At the core of our work is data-driven analysis that defines the bottom line dollar impact of a company’s inclusion efforts. Voluntary turnover, a key indicator of workplace meritocracy, varies significantly within each industry as much as by a factor of four. This presents an astonishing competitive advantage—or disadvantage. Our data demonstrates that higher turnover is linked to increased bias, making it a critical metric for organizations to monitor given the increasing diversity of workforce demographics.
Refined Benchmarking Approach
To help organizations drive measurable progress, we are refining our benchmarking approach, focusing on five key inclusion initiatives: mentorship, sponsorship, high potentials, employee resource groups (ERGs) and executive HR councils. These areas have been identified in our data as essential for improving the quality of recruitment, retention and development.
Commitment to Verified Meritocracy
As workplace dynamics continue to evolve, we are adopting the language of “meritocracy” to reinforce our commitment to fairness and equity across all employee groups. This holistic approach ensures that inclusion efforts are assessed comprehensively. In alignment with this direction, we have secured the domains meritocracy360.com and verifiedmeritocracy.com and are restructuring our online presence accordingly.
Flagship Event in NYC
Our flagship event at Cipriani’s Wall Street in New York City on May 6 will reflect this refined strategy. Moving away from rankings and company callouts, we are inviting hundreds of college students to attend and the event will focus on mentorship, talent development and real-world learning opportunities. With a special emphasis on first-generation college students, the event will provide mock interviews and discussions on essential topics such as financial literacy, corporate culture, career paths, even wardrobe advice, equipping the next generation with the skills they need for long-term success. With a special emphasis on first-generation college students, the event will provide mentorship, interviews and discussions on essential topics such as financial literacy, equipping the next generation with the skills they need for long-term success.
Through these strategic refinements, we remain committed to delivering data-driven insights, promoting inclusive business practices and fostering a representative pipeline of future leaders.
Take the Survey
I encourage you to fill out our survey. There is no deadline. It will be open all year. You will receive a free report card that will give you a monetary value of your current efforts, and opportunity value of improving your efforts. This is an editorial process, thus protected by New Jersey’s shield law. We have not been compelled to comply with a single subpoena since we started to collect data in 2003. There will be no public rankings, but you will receive a private ranking, if interested.
Final Thoughts
In closing, my advice to everyone is to ground your work in monetary value, described in absolute terms. I’m sure you’ve read about anti-DEI shareholder proposals. If you utilize our free report, you will have concrete, dollar value defined evidence of the benefits of your inclusion efforts. A boss once told me that “beliefs” have no place in business because a “belief” is an acceptance of an intangible. Business is tangible. If you want to be relevant, if you want to win, be tangible.