Search phrases containing: privilege (e.g. “white privilege”), diversity and inclusion (e.g. “diversity and inclusion in the workplace”), bias (e.g. “confirmation bias”) grew by 100% since last year.

People are learning more about how privilege shapes their experiences in and outside of the workplace.1

Searches for “bipoc” grew by 60X since last year.2

The language we use to describe ourselves is evolving. DEI programs — including ours — have a mandate to keep up.

People want to help challenge the structures that create inequality.

And they want brands to do the same.

“Nothing talks harder
than hard metrics.”

Ete Davies, CEO at Engine Creative


Reporting and sharing workplace diversity metrics can help us set more meaningful KPIs. Metrics are a powerful tool for assessing the state of inclusion at a company. They also give us a baseline for measuring progress.

In 2019, Etsy successfully doubled its number of U.S. Black and Latinx hires as part of a larger 2023 goal. In 2020, Black-led industry campaigns, like “Pull Up for Change” and the 15% Pledge, are getting more brands to release their metrics and commit to improving them.


The glaring lack of Black representation in the C-suite sends a message to Black employees that the corporate ladder isn’t theirs to climb.

“I do think that the solution is all about what every one of us can do to change things.”

Pedro Pina, VP, Global Client Partner at Google

“We should strive to hire more from multicultural and underrepresented segments, because that will help us reflect the truth of our brands’ audiences.”

Aki Spicer
Chief Strategy Officer
Leo Burnett Chicago


All too often, recruiters rely on the same networks. Expanding collaboration with historically Black colleges and universities and affinity organizations can help bring new talent into an organization.6


Recruitment is only half the equation. Promotion also matters, since people are unlikely to stay where they see no path to advance. And representation at the senior level has been shown to lift the bottom line.7


Assigning responsibility is an effective way to ensure representation in management roles. Employers who appoint full-time diversity staff also see significant increases.8


Making pay equity efforts and their outcomes transparent can help hold company leadership accountable to their goals. As for managers, studies show that structured performance reviews help to eliminate unconscious bias.10

“My motto is don’t talk about it, be about it.”

Adrianne Smith, Global Director of Inclusion and Diversity at WPP

According to a study by the Center for Talent Innovation, 58% of Black executives have experienced racial prejudice at work.11 That figure represents structural inequities that can only be solved by institutional change.

Microaggressions, lack of promotion, and lack of representation at all levels create a culture of exclusion, leading to an exodus of Black talent: 23% of employees leave their organizations for more inclusive ones, according to Deloitte.12

Google's Unconscious Bias @ Work training led to a 16-point increase in bias awareness among attendees.13


Antibias training helps, but only if results are measured, reported, and shared. Organizational change requires monitoring initiatives to see if they’re working — and if not, how to fix them.


While working from home to combat the coronavirus pandemic, Google’s Black, Latinx, and LGBTQ+ Employee Resource Groups hosted virtual fireside chats, yoga sessions, and more.14

By now, most senior leaders understand how diversity, equity, and inclusion programs benefit their company.

The next step is making sure those programs benefit people too.

1. Google Data, Global English, June 3, 2020–Aug. 1, 2020 vs. June 3, 2019–Aug. 1, 2019.

2. Ibid.

3. Global YouTube views, Jan. 1, 2020–June 10, 2020.

4. Edelman Trust Barometer 2020.

5. “Being Black in Corporate America,” CTI, 2019.

6. “How to hire and retain diverse teams in brands and agencies,” Think with Google, June 2019.

7. “Diversity Wins,” McKinsey, May 2020.

8. “Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies,” American Sociological Review, 2006, vol. 71.

9. Pew Research Center tabulations of 2015 Current Population Survey data.

10. “Accounting for the Gap: A Firm Study Manipulating Organizational Accountability and Transparency in Pay Decisions,” Organizational Science, Feb. 2015.

11. “Being Black in Corporate America,” CTI, 2019.

12. “Unleashing the power of inclusion,” Deloitte, 2017.

13. Google re:Work, “Unconscious Bias @ Work” survey.

14. “How to foster inclusion while working from home,” Think with Google, May 2020.

15. “How Diverse Leadership Teams Boost Innovation,” BCG, 2018.