In a Harvard Business Review article from earlier this year, Lily Zheng, a diversity, equity, and inclusion (DE&I) strategist, calls for a focus on measuring outcomes if firms wish to drive lasting progress.
While many organizations say they are committed to improving DE&I, and that they recognize the importance of tracking metrics, many rely solely on demographic data in assessing the efficacy of their DE&I initiatives. While this data is important, it is insufficient on its own. Leaders must also focus on related outcomes, including career progression, misconduct, and employee well-being.
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