Participation in the Inclusive Leadership Index (ILI) is open to companies with a minimum of 500 employees. To join the ranking process, new companies must complete a registration form as a prerequisite.
Companies must ensure that 50% or more of the survey is completed to be considered for the benchmarking analysis, classifying their data as primary research. For inclusion in the 50 out Front; Best Places to Work to Grow Talent, Elevate Organizations & Strengthen Communities list, companies are required to achieve a minimum 80% completion of the survey to ensure robust data representation.
The scoring system evaluates organizations across nine critical categories to provide a comprehensive view of organizational initiatives and strategies for the advancement and development of talent and culture.
Strategy: Examines the organization’s strategic integration of representation, parity, and inclusion at all levels. It evaluates how goals align with overall business objectives and how these goals are implemented within daily operations and long-term planning.
Recruitment: Focuses on efforts to attract and hire talent, ensuring fair and inclusive hiring practices that reduce bias and promote representation across different dimensions of differences.
Representation: Analyzes the presence of individuals across all levels, from entry-level to executive, ensuring that the workforce reflects a commitment to differences and more.
Board Demographics: Measures the mix among board members, considering the inclusion of women, and other underrepresented groups within the highest level of leadership.
Workplace Inclusion: Assesses policies, practices, and initiatives that foster an inclusive workplace culture where employees from all backgrounds feel valued, respected, and empowered to contribute.
Retention: Evaluates the company’s success in retaining by analyzing retention rates, employee engagement, and support systems aimed at fostering long-term career growth for underrepresented groups.
Succession Planning: Investigates how organizations develop leadership pipelines, particularly for underrepresented employees, ensuring that leadership opportunities are accessible.
CEO Commitment: Gauges the level of executive engagement in inclusion initiatives, including personal involvement from the CEO and other top executives in driving and supporting goals.
Accountability: Reviews the mechanisms in place for tracking, reporting, and holding leaders accountable for progress, including transparent metrics, public commitments, and regular evaluations.
The Industry Inclusion Index (I3) is the new evaluative framework created by Promena Insights. This updated methodology reflects a more advanced and nuanced approach to assessing workplace inclusion. Rather than relying solely on fixed-point scoring, the Industry Inclusion Index integrates multi-dimensional metrics to evaluate how well organizations are embedding inclusive culture, workforce engagement, leadership accessibility, and a sense of belonging across their ecosystems.
Each participating organization is assessed across nine strategic categories: including strategic integration of inclusion, talent development and mobility, culture of belonging, social responsibility and ESG, and accountability. The methodology emphasizes progressive movement over time, allowing for the measurement of both year-over-year improvement and industry-specific benchmarks. This enables companies to understand their relative positioning and identify where transformational shifts are occurring across sectors.
What sets this new index apart is its focus on behavioral and systemic outcomes, not just policy presence. By weaving in both qualitative and quantitative inputs, including workforce demographics, cultural engagement scores, and leadership accountability metrics, the Industry Inclusion Index provides a comprehensive roadmap for organizations seeking to lead with inclusion and build sustainable, fairness-driven cultures.
The purpose of this Index is to provide insights that will close the gap of persons with both physical and invisible disabilities. By tracking and identifying trends on how persons with disability advances into management and leadership roles. Identifying and sharing best practices to support the acceleration of identification within the workforce. To promote inclusion by seeing ability first and to finally offer insights that will facilitate deeper thinking and understanding to promote persons with disabilities.
Companies must have 500 or more employees to participate in the Disability Inclusion Accessibility Index. Registration is required for companies to complete with the authorizing executive signing off. 50 percent or more of the survey must be complete to be considered as primary research, and to be listed in the completed index report. The report will be complimentary to all participants.
The Index is based on the scoring of three sections: Workplace, Workforce and Marketplace. The eight subcategories include: Strategy Alignment, Representation, Recruitment, Talent Management, Inclusion, Accessibility, and Accountability.