The $50 Billion Promise

Forbes article from last fall took a reflective look back at corporate America’s “$50 Billion Promise” towards racial equity and structural change and attempted to take inventory of what has been accomplished so far and which of those promises remain unfulfilled.

Despite some noted successes, the article, and many others like it, provides valuable insight into the entrenched systemic issues holding organizations back and reveals differences in perspective between corporate and community leaders. What will it take for business leaders to recognize their limitations and act to rectify them? Who are corporations deferring to for insight on the best possible outcomes?

The challenges faced by these organizations are not new, not unique, and are certainly not easily rectified. The appropriate solutions are neither far-fetched nor antithetical to sound business practices. Providing access to capital, training and mentorship, developing diversity, equity and inclusivity (DEI) initiatives to encourage racial equity, and simply giving back to the community are all well-established steps toward becoming a successful business.

Walmart, for example, spent $100 million to create a new center on racial equity, and PepsiCo over $400 million to support businesses and social programs in black communities; efforts that offered control of funding and strategy to those with more local perspectives. Just as importantly, these companies made significant advancements with internal leadership and DEI initiatives over the past several years, hiring Chief Diversity Officers to lead their DEI efforts in addition to creating programs that provide their employees with DEI training at all levels of the organization.

As another example, both Walmart and PepsiCo served as design partners with APTMetrics in the creation of the simulation-based Interviewer Experience training platform that transforms traditionally biased interviewing and hiring practices by providing an effective, engaging way for participants to gain realistic experience applying structured interviewing techniques. The relationship between organizational growth and these types of DEI initiatives should not be overlooked as both companies continue to enjoy the benefits of their leading-edge company cultures, have seen increased revenue and share prices, and continue to grow with acquisitions and business development abroad.

APTMetrics would like to help you achieve similar success!  Our view into the world of work is through the lens of hiring and developing an effective, adaptable workforce, and our focus for 28 years has been removing systemic biases that have historically thwarted inclusivity efforts:

To learn more about how companies are overcoming challenges that have previously hindered their DEI aspirations, please contact Jason Griffin at We can start discussions that cover:

  • Transparently demonstrating DEI intent
  • Directly impacting enterprise talent management practices by enhancing objectivity
  • Leveling the “playing field” for those that identify differently
  • Better preparing leaders to make an immediate impact in hiring and selection calibration and decision making

Collectively, these and other such changes are reshaping and enhancing company principles and practices while helping to diversify the enterprise’s talent pipeline and accelerating organizational inclusivity efforts. If you’re as passionate about these topics as we are, APTMetrics is here to help you take action.