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☝ Our goals are deliberately outcomes focused and measurable. The road to hitting these goals is filled with a series of commitments and efforts, some of which we have mentioned within our recent blogpost. We will continue to share more as our efforts expand and evolve.
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1. Our team is more diverse and the Idean experience more inclusive
How we're going to be measuring this:
- By the end of 2021, our team is 50% women.
- By the end of 2021, our team is 20% Black, Asian, or other minority ethnicities.
- When we next run our diversity, inclusion and belonging survey, 90% of the team strongly agree or agree with the statement “Diversity, Inclusion and Belonging is one of the key priorities for the leadership team” (currently it’s 61%).
- When we next run our diversity, inclusion and belonging survey, 95% of the team strongly agree or agree with the statement “I feel like I belong at Idean” (currently it’s 89%).
2. Our people practices are fair for all and based on evidence
How we're going to be measuring this:
- By April 2022, our overall gender pay gap has been reduced by... (more on this soon).
- When we next run our diversity, inclusion and belonging survey, 80% of the team strongly agree or agree with the statement “I feel that my compensation is fair, relative to similar roles at Idean” (currently it’s 61%).
- Our progression practices have been transformed to be clearer, transparent and inclusive.
- When we next run our diversity, inclusion and belonging survey, 90% of the team strongly disagree or disagree with the statement “My differences are a barrier to my progression at Idean” (currently it’s 63%).
3. We use our position to champion diversity and inclusion
How we're going to be measuring this:
- From today, 20% of speakers across all of our events are Black, Asian or another minority ethnicity.
- From today, 50% of speakers across all of our events are women.
- From today, we will refuse most* speaking slots at events with less than 20% Black, Asian or other minority ethnicity speakers and 50% women speakers.
*We have defined when we won’t do this and communicated this internally.