Manufacturing Process Engineer

"Executives' incentives and rewards should be linked to their progress toward meeting diversity and inclusion goals, the report adds."

Actually, Executive's incentives and rewards should be based on how well the company performs in meeting it's BUSINESS goals; Revenue growth, gross margin, operating expense, etc... This is done by employing the best people (men or women) that the company can affort. It is NOT accomplished by incorporating some vague "feel-good" diversity goal conceived by someone outside the business.

If hiring a woman helps a company acheive that goal, great. If a company discriminates against a person in hiring (be is a woman or minority) to the point of hiring someone less qualified to do the job, then that company is pushished in the marketplace when their competitor hires that person.