Diversity & Inclusion

CRA has worked with 94% of the AmLaw 100 and 83% of the Fortune 100 companies. Our labor and employment experts specialize in using statistical techniques to analyze employment practices, such as compensation, hiring, promotion, and termination, as those employment practices relate to gender, race, age, and ethnic origin discrimination. Clients routinely turn to us when their D&I data are held to the most rigorous standards.

CRA helps clients measure progress toward their diversity goals via a scorecard (or dashboard) which tracks all movement in and out of each organizational level (e.g., business unit, function, job level, country) during a report period. Tracking changes in diversity is insightful, and it enables organizations to measure progress. However, measuring the diversity of hires, promotions, and attrition against benchmarks in one scorecard view allows leaders to see where opportunity lies and set more effective action plans.

One of our clients wanted to develop an action plan that would create D&I accountability among HR leaders. However, their efforts were derailed because HR leaders questioned the accuracy of the data and the validity of the internal and external benchmarks. CRA developed a live, web-based reporting tool that made the underlying employee-level data available and enabled HR leaders to confirm the headcounts reported in their analyses. CRA has the ability to provide these services for other organizations, and to work closely with top HR leadership to tailor internal and external benchmarks—suited to the industries and skill levels of its employees.

CRA compiles international workforce availability of women by country and occupation group. These benchmarks can be used to measure progress in an organization’s foreign operations.