Our measure of transparency for workforce representation is based on disclosure of the overall workforce, C-Suite, and at least one leadership level by gender, age, and race/ethnicity, and US representation overall for veterans, people with disabilities, and LGBTQ+. This also includes EEO-1 data, intersectional (gender + race/ethnicity) representation data which is required to be reported to the federal government for any company with at least 100 employees. Up until a few years ago, this information stayed anonymous for the most part, but today, the expectation has become that companies, especially large corporations, disclose this information to stakeholders on an annual basis. Over 75% of S&P 500 companies now make this data public.
Ford started making their EEO-1 data public in 2020, and they also include a supplemental file which reorganizes the same data into their organizational structure. We believe this is best practice and should be emulated by other companies that want to be super transparent but also translate the information into industry and/or company-relevant structure.