How does an organization know if it’s D&I program will provide a good return on investment? And how best to determine the right point of entry?

A panel of 97 D & I experts from across the globe (of which Heather Price, CEO of Symmetra is one) have reached agreement on what makes for success in Global Diversity and Inclusion Benchmarks: Standards for Organizations Around the World (GDIB)

The 2016 edition, released globally today, provides updated standards, keeping pace with present-day, real world matters. Driven by the two ultimate goals of diversity and inclusion — improving organizational performance while also creating a better world — GDIB is research-based and practical.

The GDIB describes what is necessary to do D&I work well. Effective D&I work is achievable when it is strategic, tied to the mission and goals of the organization, led with competence and care, and implemented in a sustainable manner. The GDIB’s 266 benchmarks encompass fourteen categories with five progression levels: from Inactive to Best Practice.

“This is a tool we have offered to many of our clients as added value as it is excellent in providing a systemic framework for D & I work. Rather than getting caught up in multiple initiatives which are fashionable in time, a client can use this to benchmark their strengths and weaknesses, inform their priorities and track their progress. Having participated as an expert panelist since 2006 in  producing  many editions , collaborating with D & I experts across the globe to  reach consensus on what these benchmarks should measure, and tracking how these have needed to  change over the last decade, has been  an inspiring journey” says Heather Price.


“With the support of the Japanese government and recent legislation on requiring companies to disclose gender targets and female advancement plans, this action for transparency is a great time for the 2016 GDIB Launch,” remarks Expert Panelist Janelle Sasaki, executive director of diversity & inclusion services, Ernst & Young Advisory Co., Ltd., Tokyo, Japan. “We customized the GDIB for cultural, localized meanings.  When diversity and inclusion was first introduced in Japan several years ago, it was seen as a western concept. In fact, there is not a Japanese character for the word ‘inclusion.’ The benchmarks accurately guided us when we broke ‘inclusion’ down into traits and other descriptive statements,”

Nene Molefi, managing director of Mandate Molefi, Johannesburg, South Africa, emphasizes the GDIB’s applicability to her varying clientele sectors in oil, mining, manufacturing, construction, financial services, and academic institutions. “The GDIB offers a unique opportunity to leverage diversity and promote inclusion at multiple levels and multiple arenas. The practical steps and incremental nature of the GDIB provides a clear sense of where you are and where you want to be,” Molefi, also an Expert Panelist, states.

Please contact Symmetra if you wish to find out more about the GDIB and get access to this tool which is provided free of charge