Inclusive Brands Brochure - Flipbook - Page 14
ACCOUNTABLE
Accountability is Critical
Inclusion and diversity commitments are most often met when corporate
leaders are held accountable for the outcomes.
KPIs specific to diversity and inclusion are a vital starting point. Performance
evaluations that impact compensation and rewards move the needle even
further.
Goal Setting - % change goals
CEO at the Center
The inclusive actions and
voice of the CEO are
pivotal to progress.
Change is driven from
the top. If the CEO is not
modeling, influencing and
owning the goal, the needle
won’t move
Meet regularly with diversity executive
to review diversity goals and
performance
42% AMT | 83% CPG | 93% Index
Embeds D&I into the business growth
strategy
42% AMT | 92% CPG | 88% Index
Sets enterprise-wide D&I objectives
33% AMT | 83% CPG | 75% Index
8% AMT | 92% CPG | 58% Index
Managers are held accountable for their
management of D&I in performance reviews. Primarily
participation in initiatives, activities and interview panels
8% AMT | 83% CPG | 82% Index
Makes public reports and declarations of support for D&I to all employees
58% AMT | 100% CPG | 97% Index
Communicate support for D&I through internal (and external) website
50% AMT | 92% CPG | 99% Index
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