Only 12% of employees report that their organisations offer training in how to overcome unconscious bias, while only 16% report that their organisation offers training on developing an inclusive style of leadership. Training can be a real eye opener for employees in raising awareness and changing attitudes, so it’s imperative that this is recognised further within the industry.
Limited collection of data in areas such as ethnicity (32% collect data), disability (34%), sexual orientation (16%) and educational background (33%) raises concerns over how intentions are being translated into action on the ground. We hope these findings will spur more organisations to collect and analyse their data, allowing them to identify issues in need of attention, track performance and drive improvement.
3. Leader communication
Only 36% of employees who receive communication from their leaders about diversity report that they make regular communications that focus on diversity and inclusion, while 19% feel their leaders never communicate about diversity. As the face of the organisation, senior leaders can add huge impetus and credibility to diversity and inclusion strategies by communicating on progress, explaining why it might not be happening in some areas and charting the road ahead.
4. Commercial opportunity
Barely one in ten employees (11%) report that the primary objective of their organisations’ diversity and inclusion programme is to achieve business results. In our view, this is a missed opportunity. Looking at diversity and inclusion through a commercial as well as talent lens can help your business to get closer to customers, tap into underserved markets and keep one step ahead of fast-shifting consumer demand.