How the Index works

The Race Equ(al)ity Index seeks answers to questions specific to BIPOC,  resulting in insights pertaining to all.



The Race Equ(al)ity Index gives participants a honest, holistic, numbers and evidence-based reading of not only where their company stands, but also a picture of how they compare in specific areas compared to other participating companies. 

The Framework

Companies answer questions within the Race Equ(al)ity Index that pertain to various parts of the current employee life cycle and experience. The index consists of yes/no, quantitative, evidence-based, and unranked answers.  Company scores range from 0-10. 

Each section of the index is weighted based on the level of influence and impact on the experience, development, retention, and representation of BIPOC employee in general, and specifically Black and Brown employees.

Companies who sign up to receive their detailed individual score will see how each answer contributed to their overall marks. 

Why this data is important: 

Drawing from our own experiences as the only person of color at our respective tables within the tech industry and venture capital, as well as our relationships with Equity and Inclusion subject matter experts (both internal company leads and independent), there is a common need for a benchmark of what success  looks like, and to know which metrics to prioritize around diversity, equity, and inclusion. Equity officers throughout the technology industry discuss constantly that a common standard and distribution of impactful practices is our best change of driving collective equity and expand opportunities for Black and Brown folx.

Sharing of what companies “have done” to improve equity and diversity while  representation of Black and Brown employees remains stagnant continues. Statements from CEO's announcing pledges to increase diversity in their leadership without ownership and accountability for the following up is common practice. As poignant, white majority-culture executives are still  wanting a clear and linear understanding of what the return on their investment in DEI will look like. 

The Race Equ(al)ity Index is a current, real-time snapshot of how companies are performing outside of the performative (pun intended).  


The Race Equ(al)ity Index includes 6 different indexes: 

  1. Benefits: Measures inclusionary, considerate, and equitable health benefits. The accessibility, information distribution, and offerings. 
  1. Education and Development: Measures the development and educational benefits available to employees to advance their careers, and how those opportunities are provided for different groups. 
  1. Recruiting and Representation: Sourcing, recruiting, interview and assessment practices. Representation within recruiting, recruiting partnerships, and sponsorships. Recruiting accountability measures. 
  1. Talent and Organizational Development: Training for senior leaders, and specific development programs for BIPOC.
  1. Equity Office: Influence and budget distribution for CDO business unit. Existing process for reporting racial and ethnic minority representation and pay equity across functions and management levels
  1. Employee Resource / Affinity Groups: Development and educational benefits available to employees to advance their careers.