Criteria and Methodology
Index Criteria
Version 2.0 of the Index is built on approximately 30 criteria measurements. These criteria were identified through extensive research and surveys that prioritized the needs and experiences of women in the workplace. The selected criteria also reflect the availability and reliability of company data, ensuring the Index can be accurately and consistently applied.
Criteria Categories
The Index evaluates gender pay equity to ensure fair compensation practices in the workplace. It evaluates companies based on three key categories:
Equitable Pay Statement of Ideals
Does the company demonstrate a clear and transparent commitment to equal pay?
Annual Review
Does the company perform an annual analysis of gender pay equity and pay disparities?
Pay Parity
Do female employees earn at least 95% of what their male counterparts earn?
The Index evaluates career growth to ensure women receive adequate training and access to programs facilitating their advancement within the workplace. It assesses companies based on seven key categories:
Commitment to Women’s Career
Does the company demonstrate a commitment to actively attracting, retaining, and/or promoting women within the organization?
Women Professional Development
Does the company provide professional development programs designed specifically for female employees?
Diverse Professional Development
Does the company provide professional development programs designed specifically for diverse employees?
Women Mentorship
Does the company offer a formal mentoring program to support the career advancement of all female employees?
Diverse Mentorship
Does the company offer a formal mentoring program to support the career advancement of diverse employees?
Women Recruitment
Does the company have policies and programs in place to actively recruit female candidates?
Diverse Recruitment
Does the company have policies and programs in place to actively recruit diverse candidates?
*The Index differentiates between initiatives specifically targeting women and those aimed at promoting diversity because companies often use the term ‘diversity’ broadly, encompassing a wide range of identities, including women.
The Index evaluates work-life balance to ensure women receive adequate training and access to programs facilitating their advancement within the workplace. It assesses companies based on seven key categories:
Child Care Statement of Ideals
Does the company demonstrate a commitment to providing support and/or time off for women with children?
Existence of Child Care Policy
Does the company provide child care support for employees?
Subsidized Childcare Policy
Does the company offer subsidized child care?
Birthing Paid Parental Leave
Does the company offer paid maternity leave for birthing parents?
Non-Birthing Paid Parental Leave
Does the company provide paid parental leave that extends beyond birthing parents to include surrogacy, adoption, and paternity leave?
Healthcare Statement of Ideals
Does the company demonstrate a commitment to supporting the health benefits of its female employees?
Women-Specific Health Benefits
Does the company offer women-specific health benefits for female employees?
The Index evaluates workplace standards to ensure companies actively foster an environment free from discrimination and harassment. It evaluates companies based on three key categories:
Statement of Harassment Policy
Does the company have a policy listing prohibited behaviors, such as harassment and retaliation?
Harassment & Discrimination Training
Does the company mandate all employees to undergo harassment and discrimination training?
Defined Process
Does the company have a defined harassment policy that includes promptly addressing reported incidents?
The Index evaluates stakeholder engagement to ensure companies actively involve both internal and external stakeholders in community development and equity-based initiatives. It evaluates companies based on four key categories:
External Stakeholders Statement of Ideals
Does the company demonstrate a commitment to helping external stakeholders address gender equality issues?
Community Engagement Programs
Does the company offer and support initiatives that promote gender equality in the community?
Internal Stakeholders Statement of Ideals
Does the company demonstrate a commitment to helping internal stakeholders/employees address gender equality issues?
DEI&B Trainings & Speakers
Does the company offer equity-focused trainings, speaker programs, or events for employees?
Female Workforce
Women constitute x% of the workforce in recent year
Workforce Trend
The fraction of women in the workforce INCREASED/DECREASED x% from previous year to recent year
Female Leadership
Women constitute x% of the leadership (i.e., executives, senior officials, and managers) in recent year
Leadership Trend
The fraction of women in leadership INCREASED/DECREASED x% from previous year to recent year
Gender Executive Ratio
The male executive-professional ratio is x% more than x times the female executive-professional ratio
Methodology
We utilize five overarching binary criteria measurements, supplemented by information from company websites, shareholder reports, newsroom pages, and other verified company sources, to assess criteria satisfaction. These criteria categories are weighted based on survey results from women across various workplaces, reflecting their priorities in the evaluation process. Our focus is on empowering women in workplaces rather than solely assessing organizations, emphasizing factors that enhance women’s experiences.
The sixth company measurement, workforce profile, is derived from companies’ Equal Employment Opportunity (EEO) data. To ensure a robust analysis, only companies with at least two years of publicly available EEO-1 data are measured on the Index.
The analysis, incorporating scores, category weights, and comparisons with other companies, undergoes meticulous review by students and faculty for accuracy. The scores are then translated into categorical rankings to provide the benefit of the doubt. These companies are ranked annually and published, along with detailed criteria and scoring results, on the Difference Engine website. Rankings are updated with new employment data and EEO-1 information to ensure the transparency of our Index.
Institutions with low scores or unranked status are encouraged to collaborate with the project to improve their scores, fostering a positive cycle of long-term systemic change.