Opportunity Equity:
Why Does It Matter and How Can Your Company Achieve It?

Opportunity Equity- Why Does it Matter and How Can you Achieve it

Why is opportunity equity important?

If companies don’t provide equal access to career advancement and improve inequitable attrition rates, they will never achieve their leadership diversity goals or close their pay gaps.

Likelihood of being in leadership positions

leadership positions

White men still dominate management and leadership positions.1

For every 100 white men promoted, there are:

Opportunity Equity Promotions infographic

Women fall behind men at the first step of moving from entry-level to manager, leaving too few women to then promote into senior leadership positions.2

% who report fair access to career-enhancing assignments

access to assignments

White men have better access to career-boosting projects and opportunities.3

For every woman director promoted, two women directors choose to leave

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Women leaders are leaving their companies at the highest rate we’ve ever seen, and at a higher rate than men in leadership.2

% of white men, Black women, and Latina women in various positions

White Databricks Logo
Various Positions Mobile

Black and Latina women face the largest opportunity gaps of any group.1

When it comes to DE&I progress, metrics matter.

metrics 1

Nearly 90% of companies have diversity goals, but most don’t know how (or if or when) they can achieve them.4

metrics 2

About 80% of companies are “just going through the motions” of DE&I and “not holding themselves accountable.” 5

Getting buy-in is just one way metrics prove essential. Metrics also can pinpoint where problems are arising… Without precise metrics, a DEI effort can spend a lot of time and money trying to fix the wrong thing."

Joan C. Williams
Distinguished Professor of Law at University of California-Hastings, the Hastings Foundation Chair, and the founding director of the Center for WorkLife Law3

What should you do to achieve opportunity equity?

01Perform a representation audit

Analyze your current workforce to understand what representation looks like across levels and departments.

“What do we look like today?”

Perform a representation audit

“What should we look like?”

Benchmark against available talent

02Benchmark against available talent

Benchmark your employee population against both internal talent availability and external labor pool data to identify and prioritize your biggest gaps.

03Use data to set goals and forecast when you will realistically reach them.

Analyze your current workforce to understand what representation looks like across levels and departments.

“When will we get there?”

Levels_Benchmarking

“How do we get there?”

Syndio Workplace Equity Expert Consulting

04Prioritize root cause focus areas with the biggest impact.

Dig into the drivers of inequities in hiring, promotions, performance assessments, and retention. Then focus your effort and investment where you have the:

  • Biggest gaps
  • Highest rates of inequities
  • Greatest opportunities for improvement

05Take action, measure outcomes over time, and communicate about progress.

Implement policy change interventions and track progress, then use that information to create a communication plan for each of your stakeholder audiences, including leadership, managers, employees, and shareholders. Remember to have:

  • Clear and focused progress metrics
  • Conversations about both gains and setbacks

“Who do we talk to about progress?”

Take action and measure outcomes

How to get from ‘where we are’ to ‘where we should be’

OppEQTM from Syndio makes it easy to identify representation gaps and pinpoint inequities — from hiring and performance assessments to promotions and retention — so that you can build action plans customized to your specific DE&I challenges.

Explore the platform and learn how OppEQ can quickly pinpoint where to focus to make meaningful progress towards realistic goals.

Together, let’s build a more equitable workplace.

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Sources
1. Syndio, Quantifying the Opportunity Gap, October 2022
2. LeanIn.Org and McKinsey & Company, 2022 Women in the Workplace, October 2022, November 2021
3 Harvard Business Review, To Build a DEI Program That Works, You Need Metrics, October 2022
4 Syndio, The 2023 Workplace Equity Trends Report, October 2022
5 The Josh Bersin Company, Elevating Equity: The Real Story of Diversity and Inclusion, February 2021