Diversity and inclusion

Diversity and inclusion

Companies and HR leaders turn to CRA when they need a transparent, user-friendly platform that will enable them to set diversity and inclusion (D&I) goals and quantitatively measure progress. Our labor and employment experts specialize in creating systems that ensure organizational accountability—we develop meaningful benchmarks, bring rigor and automation to metrics, and implement interactive, web-based reporting tools (graphical and tabular).

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Services

  • Develop automated online reporting tools that enable HR leaders to set D&I goals and report on progress
  • Bring analytical rigor to D&I metrics
  • Compute benchmarks to ensure goals are grounded in data
  • Design custom engagement surveys to assess workplace culture and inclusivity
  • Develop and implement a roadmap to meet D&I goals
  • Manage risks and ensure compliance with OFCCP/EEOC; Title VII, EPA, ADEA, and ADA; state-specific laws; EU anti-discrimination laws; Country-specific laws

Why CRA?

Rigorous D&I metrics
CRA has worked with 93 out of the top 100 law firms and 68 of the Fortune 100 companies. Our labor and employment experts specialize in using statistical techniques to analyze employment practices, such as compensation, hiring, promotion, and termination, as those employment practices relate to gender, race, age, and ethnic origin discrimination. Clients routinely turn to us when their D&I data are held to the most rigorous standards.

Measuring progress with a scorecard at various organizational levels
CRA helps clients measure progress toward their diversity goals via a scorecard (or dashboard) which tracks all movement in and out of each organizational level (e.g., business unit, function, job level, country) during a report period. Tracking changes in diversity is insightful, and it enables organizations to measure progress. However, measuring the diversity of hires, promotions, and attrition against benchmarks in one scorecard view allows leaders to see where opportunity lies and set more effective action plans.

Facilitate HR leader buyoff
One of our clients wanted to develop an action plan that would create D&I accountability among HR leaders. However, their efforts were derailed because HR leaders questioned the accuracy of the data and the validity of the internal and external benchmarks. CRA developed a live, web-based reporting tool that made the underlying employee-level data available and enabled HR leaders to confirm the headcounts reported in their analyses. CRA also worked intimately with the top HR leadership to tailor internal and external benchmarks—suited to the industries and skill levels of its upper-level management—that are the focal point of the client’s diversity metrics.

Construct non-US benchmarks
CRA compiled international workforce availability of women by country and occupation group. These benchmarks were used to measure progress in the client’s foreign operations.

Diversity scorecard example

Representative Cases

Retained by a Fortune 100 consumer products, engineering services, and aerospace company to help them meet their D&I goals. CRA developed a customized online portal that enables the client to conduct regular analyses of 73,000 employees (including 28,000 US employees) across 66 countries. The portal allows HR managers to set goals and easily digest trends over time and across different organizational levels. Additionally, the website provides detailed employee specific information so users can assess possible missed opportunities with the click of a button.

Assisted a client in measuring progress toward their diversity goals via a scorecard (or dash-board) which tracks all movement in and out of each organizational level during a report period (e.g., quarter, semi-annual, or annual). For example, one of our clients realized an increase in female representation over one year. However, several of the client’s functional areas and lines of business showed limited progress. CRA’s scorecard provided various vertical slices of the company’s workforce, enabling them to identify areas for additional outreach the following report period.

Working with a large industrial manufacturing firm, CRA developed external benchmarks for each functional area and level of responsibility that considered the relevant geographic and industry recruiting areas. The benchmarking tool also incorporated recent graduation data by functional area and degree level to assist the company in expanding it’s D&I goals for entry level positions. CRA developed tools that allowed the company to establish stretch goals, as well as assess the ability to impact the internal representation over time.

For one of the world’s largest producers of chocolate, CRA prepared gender and race/ethnic diversity benchmarks using US external labor market data available by industry, occupation, and geography. Various aspirational ranges were set using different recruitment areas.