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Executive Summary / Introduction
Business plans:
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87% of benchmarking organisations have a business case for diversity and inclusion, with 77% updating it annually
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Fewer organisations have a specific business case for race (60%) and for gender (61%)
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59% of organisations have a separate diversity business plan per business unit
Strategies:
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84% of organisations have a diversity strategy, but less than half of these (48%) place it in the public domain
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More positively, the diversity strategy of 86% of these organisations is driven by an action plan
Accountability & leadership:
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Employers are slightly more likely to make senior leaders accountable for delivering gender diversity, equality and inclusion strategies than for ethnicity strategies
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Heads of Functions are more likely to have performance-related pay linked to achieving diversity and inclusion objectives for gender than for ethnicity (65% and 58%, respectively)
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Only 57% of organisations have a board level Champion for gender and for race
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Only 57% of organisations have a race champion at board or equivalent level, yet 67% have a race champion at senior manager, diversity or HR professional levels
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