33 | WOMEN IN THE WORKPLACE: A ROAD MAP TO GENDER EQUALITY 1. Get the basics right—targets, reporting, and accountability Experts agree that setting goals, tracking and reporting on Companies are falling shorter when it comes to women of progress, and rewarding success are key to driving organizational color. Fewer than half track representation by gender and race change. When it comes to gender diversity, more companies combined—and just 10 percent set representation targets for need to put these practices in place. women of color. Only 38 percent of companies set targets for gender Setting goals, tracking progress, sharing results, and holding representation, even though setting goals is the first step toward employees to account are basic business practices. While some achieving any business priority. Only 12 percent share a majority diversity strategies are more complicated to implement than of gender diversity metrics with their employees, even though others, these are relatively clear-cut steps that companies can— transparency is a helpful way to signal a company’s commitment and should—tak e. to change. Only 42 percent hold senior leaders accountable for making progress toward gender parity, and even fewer hold managers and directors accountable. It’s hard to imagine a groundswell of change when leaders aren’t formally expected to drive it. CHECKLIST % OF COMPANIES Basic practices for improving gender diversity THAT DO THIS Track representation by: Gender 96% Race 89% Gender & race combined 48% Set representation targets by: Gender 38% Race 32% Gender & race combined 10% Share a majority of gender diversity metrics with employees 12% Hold senior leaders accountable for progress on gender diversity metrics 42% Hold managers and directors accountable for progress on gender diversity metrics 16%