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Join us today at 2 pm Eastern Time for the third & final webinar of our 3-part DEI series – “Using DEI Data: Goal Setting & Reporting” – to hear Hook & Fasten’s Deesha Dyer, Jenner & Block’s Courtney Carter, Skadden’s Caroline Kim, and Vityl’s George Ho discuss practical ways to use DEI data to set goals and report on DEI progress. If you’ve not yet registered, you can still sign up here. This workshop is free, courtesy of our wonderful sponsors, Morrison & Foerster and Holmes Murphy.

As I’ve blogged, DEI is an integral aspect of ESG – so every ESG practitioner needs to understand the challenges & opportunities that their corporate DEI programs are facing. At the same time, every DEI practitioner also needs to understand ESG as one context in which their results are being measured. Our DEI series – and our membership – are aimed at bridging these important perspectives.

The first session of the DEI series focused on the different metrics that organizations can use to drive their DEI programs (PracticalESG members can watch the recording here). The second session of the DEI series focused on racial equity audits and civil rights audits (members can watch the recording here). These metrics should help organizations set meaningful goals to provide direction and monitor progress to maintain momentum.

Our session today is important because DEI goals form the basis for your progress – or your missteps. Here’s a recap of recent events where DEI goals are at issue:

  • A notable bank is facing allegations that it held “fake interviews” with women and people of color for jobs already filled, in order to inflate its diversity efforts. Manipulation is arguably more likely when goals are tied to the number of “diverse” applicants considered for a job, versus a goal centered on actual impact.

  • DEI advocates have faced setbacks (and fallout) from goals that did not have buy-in. My colleague Emily recently blogged about Coca-Cola dropping its diversity policy that would have required Black lawyers to handle the billable time in 30% of new matters, which was intended to increase representation and shift opportunities to Black lawyers.

  • At the legislative level, two California statutes aimed at increasing board diversity are facing significant legal challenges, with courts finding that they violate the state constitution.

With these examples, we see risks of not anchoring goals in meaningful data points and risks that may come even when meaningful data points are used to set goals. It’s no wonder that there’s currently a big focus among DEI practitioners on using data to set meaningful goals and develop reports. Guests of today’s workshop will take on these questions to provide practical guidance on these topics. We hope you’ll join us for an engaging and practical conversation, which will be useful to anyone in the DEI, HR, ESG, or corporate disclosure and communications space.

If you can’t make it today, the replay of this session will be available on-demand to members. If you aren’t already a member, sign up now and take advantage of our “100-Day Promise” – During the first 100 days as an activated member, you may cancel for any reason and receive a full refund! You can sign up online, by calling 800-737-1271, or by emailing

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The Editor

Ngozi Okeh is an experienced leader with a history of driving efforts to conceptualize, define, assess and promote diversity, equity, and inclusion (DEI) as strategic business processes. Ngozi is currently the Director of DEI at a leading marketing technology company where she develops and executes enterprise-wide DEI initiatives through rigorous strategic planning efforts, community partnerships, leadership collaboration, strategy evaluation, and careful management of communication and buy-in as well as policies and procedures.  Previously, she worked at an independent mortgage bank, where… View Profile