The research shows that diverse companies are more likely to outperform less diverse peers, hence the business case for diversity & inclusion efforts becomes a very strong one. However, measuring the progress related to diversity & inclusion seems to be still a holy grail for many. Which key performance indicators should be considered when measuring LGBT*IQ inclusion in the workplace? Who defines the goals and who is responsible for monitoring them?
In this session we will hear from the D&I leaders how they approach this subject in their companies. Afterwards we will dive into working together in a workshop format.
Strategy & Corporate Partnerships Manager, Prout at Work