Beware performative allyship: 3 signs to look for

Many companies that published statements supporting racial equity were criticized for the lack of diversity on their own teams. “Having a more diverse board or C-suite takes time to implement. But it’s the greatest sign of commitment an organization can have,” Ledesma says. “Diverse leadership provides diverse thought and strategy to an organization. It also shows members of underrepresented and marginalized groups that they can grow and be promoted.” Hiring or promoting diverse leaders is not enough, however. Companies must support new leadership through a culture of equity and inclusion. “The classic statement is you can invite someone to the table, but if they're not allowed to speak or be heard, then that’s not real equity,” Ledesma says.

Companies should be candid about representation numbers across job levels and demographics. “Right now, there’s genuine appreciation for organizations that share low metrics when it comes to diversity and inclusion,” Ledesma says, “as long as they share what they’re doing to address it. Transparency creates accountability.” One example of companies holding themselves accountable is the Gender and Diversity KPI Alliance (GDKA), co-chaired by Catalyst and Working Mother Media. More than 70 companies have committed to using three key performance indicators (KPIs) to measure and improve diversity.Sharing data on women and men in your company is just the beginning. Companies must also measure intersectionality. “Just because 60% of women at your organization say they feel they have no issues being promoted doesn’t mean you have equity,” Ledesma adds. “You have to dig deeper and measure intersectional components of women, such as race or sexual orientation, to better understand the experiences of underrepresented and marginalized groups.” Consistent data gathering is also important to measure change and progress. Use quantitative data to identify gaps in representation. Use qualitative data to measure employee experiences. “Inclusion is a data metric that companies should not overlook,” Ledesma says. Catalyst’s inclusive leadership model identifies key behaviors and experiences for leaders and employees. Through surveys, companies can identify areas of inclusion in which they need to focus. Ask employees if they feel included by their colleagues and by their managers. Looking at different components of inclusion is essential.