From BCG: The Diversity and Inclusion Assessment for Leadership (DIAL) tool analyses diversity and inclusion benchmarking data within and across industries and geographies and cuts across recruitment, retention, advancement, representation and pay

From Inclusion in Tech: There is no ‘one-size fits all’ solution, but don’t worry! There will be resource requirements and business impact on the company when you launch your strategy. By identifying who and what will be required from the start, you can plan for any additional resources, reduce risk and create tangible timelines.

By Shamika Dalton and Michele Villagran: Awareness of our implicit biases, and how they can affect our colleagues and work environment, is critical to promoting an inclusive work environment. Part one of this two-part article series will focus on implicit bias: what is implicit bias, how these biases affect the work environment, and best practices for reducing these biases within recruitment, hiring, and retention in the library workplace.

From the Investor Leadership Network: Committed to tracking progress and making an impact on sectors with an underrepresentation of diverse talent, the Diversity in Investment initiative aims to open opportunities for diverse talent in finance and investment worldwide and to increase the presence of diverse talent in investment and management roles in the financial industry.

From the Thomson Reuters Foundation: A new partnership, bringing together civil society, experts, and the private sector to emphasise the importance of the ‘social’ criteria within Environmental, Social and Governance (ESG) investing.

By Millard Owens: “The proposed principles reflect therefore what I have heard directly from impact investors, and from themes emerging from more humane schools of economics and human development. In sum, they speak to establishing the appropriate role of capital in strong partnership with a well-functioning state and active citizenry.”

In an effort to advance the conceptualization of inclusive economies, our team investigated methods for actually measuring inclusive economies along the five dimensions initially developed by The Rockefeller Foundation.

From the UN Department of Economic and Social Affairs: The aim of this study is to demonstrate the analytical and operational relevance of the measurement of poverty and social exclusion, and to describe how such measures could be put in place.

From Harvard Business Review: In an era where companies are paying more and more attention to diversity, equity, and inclusion (DEI), inclusion remains the most difficult metric to track. From new research, Gartner developed the Gartner Inclusion Index to measure what true inclusion looks like across an organization. The authors outline how to use the Gartner Inclusion Index to measure employee perceptions of inclusion, what effective action looks like from leaders, and common pitfalls to avoid.

From Impact Assets: This sample survey was created by ImpactAssets for understanding the diversity and representation of their team, Investment Committee, and Board of Directors.