Establishing a diverse workforce, at all organizational levels, is essential. Not only is it the “right thing” to do, but multiple studies also prove the financial impact.
Diversity fosters innovation, creativity and empathy across the entire organization, its employees and third parties. A diverse workforce, whose leaders cultivate an inclusive culture, creates the sense of belonging that employees look for today. Diverse workplaces also aid in recruitment and retention efforts, especially with Millennials who highly value diversity when evaluating their current and potential employers.
Tying Diversity & Inclusion (D&I) goals to executive compensation plans is the key to driving this initiative. Recently, more companies have begun to incorporate non-financial metrics into their compensation plans. Tying D&I goals to compensation reinforces the company’s commitment to D&I efforts and increases the accountability with all executives.
As an employment law advisor, training instructor and industry thought leader, our Co-Founder and President, Katherin Nukk-Freeman, Esq., is a frequent presenter on many D&I topics.
During this webinar, Katherin discusses:
The business case for making D&I goals a priority
Risks and benefits of tying compensation to D&I goals
Best practices and strategies to implement a D&I Executive Compensation Program
Challenges of tying compensation to D&I goals
Current trends and success stories
By viewing this pre-recorded webinar, the viewer will not be eligible to receive HRCI or SHRM credit. SHIFT is only approved to provide HRCI and SHRM credits for live webinars.