Popeyes fast-food chain is publishing its diversity data related to marketing. The company will provide data about females and ethnic diversity among those represented in ads and members of creative teams, marketing departments, and external ad agencies.

With vivid colors and eye-catching graphics, the “scorecard” shows demographics at-a-glance. The chart is easy to understand and shows clearly where the company has more work to do. Text on the webpage admits deficiencies:

“We acknowledge our own lack of diversity and our commitment to be better, more diverse, and more inclusive. So today, we want to share our starting point.”

Text also draws conclusions for each group, for example, the ad teams:

“Our agency teams demonstrate the highest gender diversity of any pillar, but continue to lack in racial and ethnic diversity amongst Black/African-Americans.”

Popeyes’ approach is solid for improving diversity—and getting publicity. The Wall Street Journal article reflects well on the company. For the webpage, the “mandates” work well to identify targets, although they seem easily achievable. I don’t see on the webpage why diversity is important. Beyond the obvious—to increase market share—so what?

The scorecard is a good example of transparency but can be improved in other ways. A summary would give an overall percentage that can be tracked more easily over time. Also, I wonder about employees and partners who don’t identify as either male or female. Maybe that non-binary group could be represented as well.