Diversity Indices seem to be all the rage now-a-days.  Corporations and independent organizations are ranking the top workplaces for minorities, women, LGBT, veterans and more in an effort to find the right analysis to improve the industry.

Thomson Reuters joins in with their own metrics, focusing on Global company coverage,  Scalability, Global benchmark standard, and Flexibility.  The index takes it a step further including data such as News Controversies to determine diversity commitment.  In the end the organization develops a ranking of the Top 100 companies for Diversity and Inclusion.

To see the Top 100 CLICK HERE

At this point, as a person who has been in the diversity field for several years, I’m not even sure what to make of these rankings.  Without naming companies, I must admit that it is odd seeing corporations who have publicly admitted to struggling with diversity in the Top 100 of Reuters Diversity and Inclusion list, but I digress.  

Don’t get me wrong I love the fact that more organizations are interested in the diversity and inclusion trend, and who knows maybe the Thomson Reuters Index is the future of diversity, BUT, right now with a multitude of official diversity lists, it’s confusing. 

And I think that’s the ultimate problem corporations face when trying to develop solutions to improve diversity in the workplace.  It’s confusing and no one really knows how to solve it in a productive manner.  Until that secret diversity sauce is created, expect more “unique and advanced lists based on complicated metrics” to pop up.

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