Great deep dive by DEI expert icopao
In practical terms, each department at Ovia has established targets for at least one DEI-related Key Performance Indicator . For example, the marketing team works to increase diversity in authors and content each quarter; the clinical team uses data and research to drive inclusive change in healthcare; while the HR & Operations team targets diversity-focused job boards, tracks candidate demographics and monitors annual compensation to ensure pay equity.
To support their commitment to DEI, in 2018 FirstEnergy introduced a Diversity & Inclusion KPI to their short-term incentive program to increase leadership accountability for DEI efforts. The D&I KPI, which was weighted as 10% of the STIP in 2018 and raised to 15% in 2019, considers three factors: the number of diverse professional hires, the number of diverse succession plan candidates, and improvements in certain key measures of their annual D&I employee survey.
As part of this initiative, McDonald’s has released data on the current representation levels for women and historically underrepresented groups in the US, and published some ambitious objectives, with the ultimate goals of reaching gender parity in leadership roles both in the US and globally by 2030, and of increasing the representation of historically underrepresented groups in the US to 35% by 2025.
It is also encouraging to see that, while the DEI objectives are framed in terms of representation, McDonald’s leadership clearly understands the importance of considering all aspects of the workplace experience, rather than focusing mostly on recruiting, as other firms are doing. In fact, in a recent communication McDonald’s shared that “functional work will have to concentrate on retention, development and succession planning efforts.
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