Parity Model™ - Parity.org

In today’s world, a company’s brand equals their values.

In today’s world, a company’s brand equals their values. More companies than ever are realizing that diversity is a key business performance indicator, but some aren’t sure where to start. That’s where The Parity Model® can help. The Parity Model was developed from research and conversations with hundreds of CEOs, CHROs, diversity leaders, and recruiters since launching our mission to create equal representation in leadership. By embracing this model, a new, better corporate culture can emerge.

What is the Parity Model?

The Parity Model is a framework created to help companies understand the three pillars to a diverse and inclusive culture that enables women and people of color to rise in their organization. The foundation for parity is built on Representation, Equality, and Inclusion. When companies create equality in practices, inclusion in culture, and representation in leadership, they find that getting to gender or racial parity isn’t a challenge–it’s the natural result of best practices.

The three pillars to a diverse and inclusive culture

1 Representation

Equal Representation:

• Governance
• Executive leadership
• Vertical integration
• Horizontal integration

2 Equality

Equality in:

• Pay
• Recruitment/Interviewing/Hiring
• Executive Preparation (training, mentoring, sponsorship)
• Benefits applied equally

3 Inclusion

Elimination of:

• Microaggressions
• Discrimination
• Harassment

The Parity Model Best Practices Checklist

How inclusive is your company? See how many you check off. Download the Parity Model.

Equality

Redact resumes by hiding gender-specific or ethnicity-identifying names during the resume-screening phase.

At least one woman and person of color sits on each interview panel for key jobs to reduce the chance of bias in the interview process.

Conduct annual assessment of their career progression, informed by performance reviews, bonuses and promotions, adding valuable information to determine if bias could be present in key career decisions.

Perform a regular (annual or bi-annual) analysis to determine if your pay practices are equal.

Develop succession planning that includes women and people of color.

Ensure women, men and people of color are proportionately represented in executive training, mentoring, and sponsorship programs.

Keep a list of who gets stretch assignments, who has sponsorship or mentoring, and who gets executive training. Ensure women, men and POC are equally represented in these opportunities.

Offer equal paid family leave for both men and women--and encourage men to use this benefit.

Monitor attrition to find if any groups are leaving in disproportionate numbers or rates.

Uncheck All Next

Inclusion

Create a policy for what actions constitute a warning and what constitutes a dismissal for discriminatory behavior. Decide how you will deal with first time offenses and any that may follow. Then make sure this policy is understood by everyone in the company, from entry level to the Board of Directors.

Be consistent with accountability and enforcement.

Reinforce the company’s diversity and inclusion (D&I) principles in creative ways throughout the year and tie them in with regular office meetings or at all-hands gatherings.

Have members of the senior team regularly attend ERG meetings.

Call out inappropriate behavior. This takes tact because not everyone is aware they are acting in a biased or discriminatory way. Don’t make examples of people. Rather, provide constructive criticism and let them know you expect them to do better. Make sure offenders have completed an anti-bias training program. If the behavior continues, it may require a stronger form of discipline or even dismissal.

Incorporate anti-bias training for everyone, including the board, and new hires.

Uncheck All Next

Enablers

Best Practices Scores

Representation

Equality

Inclusion

Enablers

Overall

You have more work to do

You're on the right track

You're among the best!

Every company is different and is at a different stage in their journey to gender and racial parity. Make gender and racial parity a reality in your organization with these best practices.

Was The Parity Model and the interactive tool valuable to you? Please make a donation today.

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The Parity Model

In today’s world, a company’s brand equals their values.

What is the Parity Model?

The three pillars to a diverse and inclusive culture

1

Representation

Equal Representation:

2

Equality

Equality in:

3

Inclusion

Elimination of:

The Parity Model Best Practices Checklist

Representation

Equality

Inclusion

Enablers

Best Practices Scores

Representation

Equality

Inclusion

Enablers

Overall

You have more work to do

You're on the right track

You're among the best!

Was The Parity Model and the interactive tool valuable to you? Please make a donation today.

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