Corporate leaders recognize the strong business case for advancing diversity, equity and inclusion (DEI). The extraordinary context of the COVID pandemic together with the ongoing national debate over persistent, unequal treatment of people of color have given rise to countless corporate commitments to improve human capital management. The Business Roundtable, an influential association of chief executives who employ 20 million people, states DEI is a business imperative and advocates for greater transparency on diversity metrics.1 Numerous studies have found companies with diverse and inclusive workplaces provide a competitive advantage by encouraging varied perspectives that can better anticipate shifts in consumer preferences, reducing costly turnover, and increasing productivity and morale.2 3 Such companies are better positioned to recruit the most talented employees from the broadest possible labor pool. Conversely, charges of discrimination can result in costly litigation and reputational damage. Major institutional investors share our belief that transparency and public accountability are essential components of DEI leadership. The world’s largest asset managers including BlackRock4 and State Street Global Advisors5 have called on U.S. companies to disclose workforce demographics included in EEO-1 reports. On behalf of the New York City Employee Retirement Systems, New York City’s Comptroller asked 67 companies to make public their EEO-1 reports, and the majority committed to do so.6 According to the Sustainable Investments Institute, nearly all 29 shareholder resolutions seeking EEO-1 disclosure were withdrawn, signifying agreements with proponents. Of the three that proceeded to the proxy ballot, two exceeded 80% shareholder support and one garnered 40.7% of the vote. Mandatory workforce composition disclosure may be on the horizon. In June 2021, SEC Chair Gary Gensler asked SEC staff to recommend human capital disclosures, including workforce demographic data on employee diversity.7 Despite some progress, women and people of color remain significantly underrepresented in management positions at U.S. companies. Women hold 39% of officials and managers positions compared to 48% of private industry jobs, as reported to the EEOC. The numbers are proportionately worse for Black and Hispanic employees who comprise 7% and 8% of officials and managers, respectively, though each group accounts for 15% of total employment.8 Dollar General lags sector peers in disclosing workforce composition data, diminishing shareholders’ ability to evaluate the effectiveness of its DEI policies and practices. Consumer goods companies that report currently or have committed to disclose EEO-1 data include Walmart9 and Costco10. Dollar General already reports the data—disclosing the EEO-1 is a cost-effective means to demonstrate DEI leadership while providing investors with credible, decision-useful data.