Is It Time For Investors To Tie Executive Compensation To Diversity Goals? | Rickey J. White, Jr. | RJW™
17341
post-template-default,single,single-post,postid-17341,single-format-standard,ajax_fade,page_not_loaded,,qode-theme-ver-16.3,qode-theme-bridge,wpb-js-composer js-comp-ver-5.4.7,vc_responsive
 

Is It Time For Investors To Tie Executive Compensation To Diversity Goals?

Is It Time For Investors To Tie Executive Compensation To Diversity Goals?

A billion dollars of diversity initiatives have barely moved the needle. Could tying goals to executive pay make a difference?

A billion dollars of diversity initiatives have barely moved the needle. Could tying goals to executive pay make a difference?

The tech industry has poured an estimated $1.2 billion into diversity initiatives over the past five years, according to Intel and Dalberg’s 2016 Decoding Diversity study, yet the investment has barely moved the needle. Racial and ethnic minorities today secure only 1% to 2% more available jobs in the industry than they did 15 years ago, according to the same report. There are a wide variety of theories as to why this is the case, ranging from a lack of diversity in executive leadership teams to an exclusionary corporate culture, but the bottom line remains the same.

Read Full Story


Source: Fast Company

Tags:
No Comments

Sorry, the comment form is closed at this time.