Keeping Diversity Metrics While Controlling for Legal Risk

When businesses conclude they have a problem, typically they define their goals, identify metrics, and keep trying different strategies until their metrics show they’ve achieved their goals. To realize true progress on their Diversity, Equity, and Inclusion (DEI) goals, companies need to apply this same approach. Without metrics to establish baselines and measure progress, DEI efforts are shooting in the dark.

In-house lawyers often worry that collecting diversity data may yield evidence of discrimination that can fuel lawsuits against them. But there are ways to minimize the legal threats while still embracing the use of metrics.

This White Paper is designed for CEOs, HR, chief diversity officers, and in-house counsel. It provides a roadmap for building best-practice, data-driven DEI initiatives while controlling for legal risk.



Read our accompanying article on Data-Driven Diversity

Harvard Business Review Magazine (March-April 2022)

Ready to get started? Explore our full library of Bias Interrupters tools.

Need Assistance Implementing Bias Interrupters? We can help.

Need Assistance Implementing Bias Interrupters? We Can Help.

200 McAllister St., San Francisco, CA 94102

The Center for WorkLife Law's website and its content are provided for general information purposes only and may not reflect current legal developments, verdicts or settlements. Any information contained in the website should not be construed as legal advice and is not intended to be a substitute for legal counsel. No attorney-client relationship will be formed based on your use of this website or any service provided.
New Report: Pinning Down the Jellyfish: The Workplace Experiences of Women of Color in Tech   Read Here