While useful, these releases suffer from a number of defects: they are high-level, they are voluntary, they are limited to the metrics of gender, race, and permanent employment, and most importantly - the overwhelming sense has been that they have failed to move the needle.
To address these issues, we are developing “leaderboards” or other indexes that show the diversity within companies, across fields, and, data permitting, across various points in the pipeline (not just full-time employment but also including, e.g. publications, education, VC funding, pipeline programs) to investors, customers, and potential employees.
We Need Your Help
Reactions, suggestions, possible use cases, knowledge of existing initiatives, adjacent projects and people.
Technical and non-technical, including in the ESG/reporting domain.
What domains make the most sense for developing a test case?
Demographic data on innovators can be obtained by applying gender and ethnicity algorithms to names and addresses.
Report on gender and ethnic diversity in an industry domain to be determined and a playbook for replicating and expanding the approach to other domains.