Aus Accountancy diversity practices report.docx - Aus...

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Aus Accountancy diversity best practices report Setting Killer KPIs Most of the KPIs I see in gender are targets that measure the firm's total percentage of women, for example, 20% women by 2020, with some sort of increase each year. This reinforces in everyone's mind that the issue is all about women and the company strives to encourage as many women as possible, each murmuring darkly about affirmative action. That's not the best motivation of the men I know. Most women are pretty uncomfortable about it, too. Solution: targets need careful identification, and they need to clarify what the company is up to and avoid the dangers of gathering. Are 80% women in HR and support functions and 80% of men in operational roles after you? If not, you need to make your goals clear by function and level. For example, make sure the goals are gender neutral and focus on balance, not women, for example, at least 35% (or 50%) of sex at all levels in all functions.

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