TRUSAIC On the other hand, moving away from resulting Examples of commitment, to corroborate a mes­ metrics, if you announce to your employees the sage of commitment, include expansion of the metrics associated with the process, such as your talent acquisition to focus on more racially diverse commitment, progress and achievement, the risk schools and the implementation of employee re­ is managed. These communicated metrics are sources groups. not about the resulting metrics such as the raw demographics and pay data for each employee or Examples of achievement in gender and intersec­ the resulting pay disparities. Rather, these com­ tional pay equity by a third party, like the EDGE munications should be about the commitment, Certification. As many organizations still struggle progress, and achievement metrics. with pay equity, this certification can be for the as­ sessment, progress or achievement phase, each Examples of progress and achievement metrics demonstrating to stakeholders your commitment can include the pace at which women move up in gender and intersectional equity, including pay the corporate ladder as compared to men (and/ equity. or based on race/ethnicity), the changes in the salary differential between women and men in similar jobs (and/or based on race/ethnicity). Transform Your Workforce: Measure, Accelerate & Get Certified in Gender & lntersectional Equity.