Establishing performance metrics for the advancement of women and minorities is not always well-received. Overcoming leadership resistance to accountability does not begin with issuing order, however. It starts with a socialization process to deepen understanding of DEI value.-By Debra Jenkins

Companies make bold public commitments to diversity, equality, and inclusion (DEI), but achieving parity for minorities in promotions takes more than a commitment. It requires strategic planning, including establishing and tracking performance metrics to improve visibility and accountability. Even that is not enough, though, because a scorecard does not convince stakeholders ....