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Watch the 2023 Report to the Region

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Learn more about the Vibrant Index


What have we learned from the 2023 Vibrant Index 4.0 Summary Report?

About 62% of 2023 employers reported collecting and analyzing structured metrics on their DEI initiatives.

Measuring DEI initiatives is the most efficient and effective way to ensure DEI practices are having their intended impact.

About 56% participating employers track data relating to supplier diversity and spending.

Tracking spending habits with diverse suppliers is the most efficient way to understand how adjustments in supplier diversity practices are impacting minority- and women- owned suppliers.

96% of participant employers have a written non-discrimination policy.

These policies show that an organization treats everyone fairly, provides clarity on employee behavior, and shows commitment to compliance with local and state laws.

Nearly 2/3 of participating employers administered an employee engagement survey in the last year.

Employee engagement surveys are the most direct way for employers to gauge their workplace culture and employee satisfaction.

90% of 2023 employers use collected and analyzed demographic data to guide internal decision-making.

Using demographic data to guide internal decision-making is a best practice to curb systemic barriers and biases impacting employees from underrepresented populations.

58% of participant employers collect and analyze data around supplier diversity.

Data collection and analysis on an employer’s supplier network is the best way to understand the network’s strengths and opportunities for diversity.

Vibrant Index 4.0

2023 Vibrant Champions

The designation of Vibrant Champion is awarded to employers scoring at least 95% in all nine Vibrant Index pillars.

Read the Vibrant Index 4.0 Summary Report

About the Vibrant Index

The Vibrant Index Initiative, a collaboration between Vibrant Pittsburgh and the Allegheny Conference on Community Development, drives diversity, equity, and inclusion (DE&I) changes across industry and sector.

The Vibrant Index identifies areas of success as well as what critical actions are needed to improve the practices, policies, and cultures of organizations in the Pittsburgh region. The Vibrant Index encourages companies to reflect on best practices while investigating opportunities to increase the impact of their DE&I efforts.

We Work with Experts

The Vibrant Index Initiative’s methodology and focus on the importance of policies and practices in building inclusive workspaces was refined through a targeted review by DE&I experts. Along with the Vibrant Pittsburgh Diversity Assessment Committee, our industry experts include researchers, data analysts, Human Resources professionals, and DE&I practitioners.

The Vibrant Index: We Measure What Matters

The Vibrant Index is designed to provide an annual snapshot of the best practices being utilized by employers in the Pittsburgh region. Each year, the Vibrant Index process captures how participating organizations are addressing DEI through their policies and workplace practices. The Vibrant Index supports participating organizations in identifying areas of responsibility, DEI strengths, and opportunities to create cultures of equity and inclusion.

The goal?

Moving the needle on talent attraction, retention, and elevation through annual review, recommendation, and implementation of practices for more welcoming, inclusive, and equitable work environments. By nudging organizations toward more inclusive practices, we aim to galvanize efforts around this shared urgency. A commitment to the goals of the Vibrant Index will facilitate the organizational changes that are necessary for our region to thrive.

The Vibrant Index is open to all organizations in the Pittsburgh region. Annually, organizational participants respond to a Diagnostic assessment of their current best practices. Participating organizations receive confidential feedback reports that reflect their DEI practices, showing their scores compared to sample averages, organizational size averages, and high scores in each category, as well as tips for adopting better practices in the future. Mid-year, an annual summary report of the data is released to the public to further conversation and facilitate best practice dissemination. Organizations that utilize most of the best practices recommended by the Vibrant Index are considered Vibrant Champions.

Index Criteria

Each of the best practices included in the Diagnostic Tool was chosen based on research into diversity and inclusion, and the list was vetted by scholars in the field. They are broken into nine categories:

  • Publicly commit to diversity and inclusion.
  • Join other organizations in their commitment to diversity and inclusion.
  • Publicly display your organization’s intention not to discriminate on the basis of race, ethnicity, color, age, gender, gender identity, sexual orientation, disability status, veteran status, religious belief, or national origin in hiring or operations.

  • Create family-friendly policies to support employees with children.
  • Formalize policies to provide LGBTQIA+ employees with equal benefits.
  • Create policies that allow employees from a variety of backgrounds to bring their full selves to work.

  • Support Employee Resource Groups (ERGs, EBRGs) with executive sponsorship and funding.
  • Leverage employee groups to learn more about employee’s needs and cultures.
  • Support employee participation in external professional affinity groups.

  • Diversity and Inclusion begins at the top.
  • Dedicate resources and staff to diversity and inclusion efforts, especially for large organizations.

  • Include diversity and inclusion topics in your professional development offerings.
  • Make diversity and inclusion education available to employees at every level.

  • Collect data about the demographics of your employees, and check to see if your hiring, promoting, salaries, and retention reflect your organization’s commitment to diversity and inclusion.

  • Set diverse hiring targets based on availability data.
  • Actively reach out to recruit at diverse events and conferences.
  • Check your hiring process to see if bias can be mitigated or avoided.

  • Set supplier diversity goals based on availability.
  • Track supplier relationships and total spend with demographic data.

  • Participate in initiatives that promote diversity in our community.
  • Support diverse community groups.