In the last decade, organizations of varied industries and sizes have heightened their focus on diversity, equity, and inclusion (DEI) initiatives and, since 2020, DEI has become a top priority. COVID-19 pandemic realities, racial and social justice movements, changes in federal, state, or local laws, and generational shifts have increasingly brought DEI to the forefront.
Now, more than ever, employees and customers are looking for thoughtful and impactful corporate response. Strong DEI performance is not only a business imperative. DEI is an organizational, leadership, and, increasingly, a legal and compliance imperative.
Many factors have created new risks that could devastate corporate reputations and severely damage brands. Examples include U.S. demographic changes resulting in significantly more diverse workforces, government agencies intensifying antidiscrimination enforcement efforts, and 24-hour global communications. While organizations are investing significant time and resources in enhancing their DEI initiatives, and some are developing comprehensive DEI strategic plans, often overlooked are the data privacy and security considerations involved.
An effective organizational DEI strategy relies on policies and practices that support DEI in all facets of employment, from recruiting and hiring, to onboarding and training, to development and promotion, and, ultimately, to the c-suite and the boardroom. During...
THE BILLING GRID A weekly column on research billing and coverage analysis, by Krishma Shah A coordinator submits a lab requisition. The central lab bills it to the site. The site bills it to Medi...