Many businesses in the Dallas region see diversity, equity and inclusion as important business and community imperatives, but more work needs to be done to turn intent into action, a benchmark report by the Dallas Regional Chamber found. with DEI technology company Kanarys to measure progress and identify opportunities where businesses can further invest in and expand inclusivity in the region. The report was sent to nearly 400 DRC member organizations, with 101 submitted responses.
Despite a strong emphasis on DEI as a core value, 44% have measurable board diversity goals, and 10% recruit board candidates from board diversity organizations. The survey also found that 49% hold senior leadership accountable for DEI goals in performance reviews, and 28% incentivize executives through compensation.
The assessment also found that the Dallas region highly participates in offering paternal leave. The survey reports that 84% of respondents offer paid maternity leave, 70% offer paid paternity leave and 66% offer paid adoptive leave. Nationally, 25% of employers offer paid parental leave. To diversify their hiring pool, 60% of survey participants report recruiting either from historically Black colleges and universities, Hispanic serving institutions or both, and 57% established partnerships with talent pipeline organizations like Workforce Solutions, Paul Quinn Corporate Work Program and Year Up. Nearly 60% of respondents require recruiters to present a diverse slate of candidates, and 48% have demographic external hiring goal.
The survey found that 54% have pay disparity audit practices, but only 47% established pay equity initiatives to close the wage gap. Less than 40% of companies list compensation ranges in job descriptions.
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