Diversity & Inclusion Survey

We know that diversity is good for business. Companies that invest in diversity report seeing a number of advantages, such as an increased ability to attract talent, greater innovation, and improved financial performance.

A diversity and Inclusion program that stands out!

It is our experience, that there are four key elements that need to be in place in an organization for the D&I programs to realize their goals.

Understanding the facts of today
Initiating a continuous process for understanding the facts of what’s happening inside the organisation today. Examples include:

  • Gathering and analysing data to remove bias and increase opportunity, including demographic data, performance and compensation data, and feedback from customers
  • Sharing information on the diversity of the company with employee

Building an inspirational strategy
Creating a business-focused vision and strategy for D&I that reflects the reality of today and the real potential of tomorrow. Examples include:

  • Identifying D&I as a priority for driving business results
  • Publicly communicating progress toward meeting goals

Developing leadership engagement
Engaging leadership around an inspirational D&I strategy by articulating the business case and establishing supportive governance, policies, and procedures. Examples include:

  • Leaders communicating regularly about D&I as part of broader discussions about business priorities and results
  • Holding leaders accountable for D&I results
  • Placing oversight for D&I with senior leadership and the Board of Directors

Creating sustainable movement
Executing the D&I strategy across all elements of your business and talent ecosystem. Examples include:

  • Embedding a diversity lens into talent management, training, and supply chain operations and programs
  • Embracing a broad definition of diversity that includes a focus on inclusion of all differences
  • Leveraging affinity networks to inform strategic priorities

Driving performance from your D&I agenda

To make sure you’re getting the most out of your D&I investments, and creating opportunity for current and future employees should begin by asking these questions about your organization.

  • How does D&I contribute to delivery of business performance goals?
  • How are D&I considerations incorporated into business decisions on key topics such as customers, products, and location?
  • How are leaders held accountable for D&I results?
  • What mechanisms are in place to monitor and respond to what is working – and what is not?
  • How effectively do programs create a more inclusive environment, and not only a more diverse one?