In my work I'm advising companies to address another form of diversity—the diversity of ambition. It is in fact very few women who are aiming to be at the top of corporations because they have four jobs: their careers, caring for children and aging parents and running households. Most women don't have the bandwidth for a 24/7 C-Suite job...yet leadership training is all about moving women to the top. If corporations do more to help women blend work and life, more women will stay in the workforce and be major contributors...but that doesn't necessarily mean that up is the only way forward. I hope that Glassdoor, Fairygodboss and others will start rating companies on their pragmatic approaches to supporting women who (usually) cannot be laser and solely focused on their careers.

I've had the same concern, Amanda. Starting any initiative as window dressing is very demoralizing for the workforce.

This is fantastic news! I’m seeing a lot more positions for D&I and was hoping there would be a way to minimize companies only doing it for PR. I hope this helps!

I would like to see it in action. Can I tell how marginalized persons are rating the company? My concern is that in a homogeneous environment ratings are driven by the majority. My group is 86% white men, 12% men of color and 2% women. If 80% percent of folks are saying D&I is amazing because they have 1 person of color or 1 woman in the group (and they often don't know the extent of the bias and discrimination) - what does that do to ratings? (I would look to answer this question myself, but Glassdoor website is not responding for me right now.)