Scorecard Development and Leadership Accountability: Ensuring Equal Representation for Women of Color

During DiversityInc’s Women of Color and Their Allies event on Nov. 4, Dr. Chris Parker, director of research and data analytics for DiversityInc provided a behind-the-scenes understanding of how a scorecard is typically developed, who should be involved in the process and the numerous successful outcomes that can arise as a result of having a scorecard in place within your organization. Here’s a look back at Dr. Parker’s presentation and some of the vital information he provided.

The Importance of a Scorecard

Dr. Parker explained that “Tracking the progress and results of diversity initiatives can be a challenge, especially for diversity and inclusion professionals who come into an organization where there is so much work to be done. That’s where a diversity scorecard can truly come into play and assist in a department’s efforts.” Scorecards are an ideal tool for measuring specific diversity goals, such as how many women were recruited in a certain fiscal year; how many women were promoted, including what levels; the percentage of women being provided with raises or bonuses; or even the number of cases of discrimination that may have been reported. By “keeping the score” on how well an organization has been doing on various measures related to strategy, policy or other business imperatives, you have a much better means for tracking the overall progress of certain goals and objectives. 

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