DEIMC™ Scorecard MAIN
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  • DEIMC™ SCORECARD OVERVIEW/INSTRUCTIONS 

    This scorecard is designed to aid the Federal government and corporate enterprise in transparency and accountability, measuring and managing mutual commitment to equity within their supply chain, and assisting organizations with measuring, managing, and reporting progress toward diversity, equity, inclusion, and social impact.

    For more information, please find the PDF version of the tool here.

     

  • IV DEIMC™ Scorecard

  • DEIMC™-WORKPLACE CULTURE

     

    SECTION 1: WORKPLACE CULTURE

    DEI is embedded in the organizational culture as a core value, a source of innovation, a pathway to growth and success, and actively promotes a sense of value and belonging.

  • 1. POLICIES

    The degree to which the company has written HR policies.

  • Does your company have an anti-discrimination policy?*

  • 2. REPRESENTATION

    The degree to which the company has a diverse representation of workforce beyond gender diversity focusing on historically excluded racial groups.

  • Does your workforce diversity match the diversity of the U.S. population or match the diversity of your company's target market?*

  • 3. PAY EQUITY

    The degree to which the company has fair and equitable compensation and no evidence of variance in pay across diverse groups. 

  • Has the organization conducted a pay equity review within the last 3 years?*

  • 4. BENEFITS

    The degree to which the company provides health benefits for all. 

  • Does your company offer employee benefits for families including domestic and/or same-sex partners?*

  • 5. ORGANIZATIONAL COMPETENCY

    The degree to which the company provides training opportunities that include cultural competency. 

  • Do you have education and awareness training on diversity, equity, and inclusion, bias, and cultural competence?*

  • DEIMC™- LEADERSHIP

     

    SECTION 2: LEADERSHIP

    Leadership accountability for implementing the organization’s DEI vision, setting goals, achieving results, and being role models.

  • 1. COMMITMENT

    The degree to which the company made a commitment to stand for all people and against hate and racism. 

  • Does the company have a public stance "for" anti-racism or support for historically excluded groups?*

  • 2. REPRESENTATION

    The degree to which the company has a diverse representation of leadership beyond the inclusiveness of historically excluded racial groups. 

  • Does the company have a diverse representation of leadership comparable to the U.S. population or your company's target market.*

  • 3. PAY EQUITY

    The degree to which the company has fair and equitable compensation and no evidence of variance in pay across diverse leadership. 

  • Has the organization conducted a pay equity review of leadership positions within the last 3 years?*

  • 4. AUTHORITY

    The degree to which the company's leadership holds fair and equitable authority/agency of resources including FTEs, Budget, P&L Responsibility, and signing authority. 

  • Do all leaders have equitable resources to perform their job (i.e., FTEs, Budget, and Signing Authority)?*

  • 5. ACCOUNTABILITY

    The degree to which all leaders are responsible for diversity, equity, and inclusion i.e., representation and inclusive culture.

  • Do all leaders have diversity and inclusion KPIs/requirements tied to their compensation and/or bonus?*

  • DEIMC™- BOARD/GOVERNANCE

     

    SECTION 3: BOARD

    The Board sets an example of inclusion, advocates for an inclusive culture, and holds management accountable for embedding a culture of inclusion throughout the organization.

  • 1. ACCOUNTABILITY

    The degree to which the company is openly committed to and publicly states its position to stand for all people and/or against hate and racism. 

  • Do all board members contribute time, talent, or resources to historically excluded groups?*

  • 2. REPRESENTATION

    The degree to which the company has a diverse representation of leadership inclusive of historically excluded groups and avoids focusing only on gender or one ethnic group. 

  • Does the company have an equitable diverse representation of leaders in leadership and on the board (i.e., minimum of three women and three individuals from a historically excluded group)?*

  • 3. ORGANIZATIONAL COMPETENCY

    The degree to which the leadership is committed to self-awareness of bias that may interfere with governance and oversight. 

  • Have the leaders had cultural competence training in the last year?*

  • 4. COMMITMENT

    The degree to which the leadership is aligned and personally committed to mutual responsibility for a diverse, equitable, and inclusive company. 

  • Have all board members agreed to DEIMC?*

  • 5. TRANSPARENCY

    The degree to which the company practices transparency of oversight. 

  • Are background profiles or names for all members of the Board posted to your website?*

  • DEIMC™- SUPPLIER DIVERSITY

     

    SECTION 4: SUPPLIERS

    The company has committed to being financially responsible by investing in other businesses by purchasing a significant percentage of goods and services from diverse-owned businesses and those engaged in high standards in DEI, Sustainability, Fair Trade and competing Equitably with other suppliers.

  • 1. SPEND

    The degree to which the company tracks their annual spend with all suppliers and percentage of spend with diverse-owned business (formerly minority owned). 

  • Does the company track diverse spend dollars?*

  • 2. SUPPLIERS

    The degree to which the company tracks the totally number of suppliers and diverse-owned business (formerly minority owned). 

  • Does the company track the number of diverse suppliers?*

  • 3. PROGRAM

    The degree to which the company has an ongoing processes and programs to diversify its supply chain and/or source and retain diverse-owned businesses (formerly minority owned).

  • Does the company have a formal program for diverse suppliers?*

  • 4. TRANSPARENCY

    The degree to which the company tracks and reports the percentage of spend with diverse-owned businesses (WBE and formerly MBE) based on each historically excluded demographic. 

  • Is the company's diverse supplier program easily located and accessible on your website?*

  • 5. IMPACT

    The degree to which the company has a relationship, partnership, and ongoing commitment to help disadvantaged businesses grow and scale. 

  • DEIMC™- COMMUNITY OUTREACH

     

    SECTION 5: COMMUNITY OUTREACH

    The organization proactively works with the community, public and private partnerships, government, and through charitable giving and/or philanthropy.  

  • 1. CHARITABLE GIVING

    The degree to which the company financially contributes to community-based organizations serving marginalized, underserved, at-risk, or historically excluded groups. 

  • Does the company make an annual donation to a community based-organization serving a historically underrepresented group?*

  • 2. VOLUNTEER HOURS

    The degree to which the company contributes time and talent in volunteer hours to community-based organizations serving marginalized, underserved, at-risk. or historically excluded groups. 

  • Does the company have a formal volunteer program supporting community-based organizations?*

  •  3. PROGRAM

    The degree to which the company is committed to community outreach over performative Allyship. 

  • Does the company have an ongoing strategic partnership and/or commitment to a community-based organization?*

  • 4. TRANSPARENCY

    The degree to which the company tracks and publicly acknowledges their partners. 

  • Are the company's community partners posted on your website?*

  • 5. IMPACT

    The degree to which the company has a relationship, partnership, and an ongoing commitment to community-based organizations growth and sustainability.  

  • Format: (000) 000-0000.

  • *Upon submission, you will receive instructions to securely sign a copy of our Equity Integrity Code (EIC) Statement.

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