New white paper shows that is the strength of best practices, not the FTEs in the diversity department that drives equity and fairness in talent management.
By Shane Nelson
Our benchmarking consultants frequently are asked for data on the number of full-time employees (FTEs) in diversity and inclusion (D&I) departments. We find that companies often associate a higher number of FTEs in the D&I department with success of the company’s D&I efforts. In theory, that makes sense — the more resources you put behind something, the more successful it will be.