Benchmark Survey 2014 Trends Analysis - Strategy and Business Case

Executive Summary / Introduction

Business plans:

  • 87% of benchmarking organisations have a business case for diversity and inclusion, with 77% updating it annually

  • Fewer organisations have a specific business case for race (60%) and for gender (61%)

  • 59% of organisations have a separate diversity business plan per business unit


  • 84% of organisations have a diversity strategy, but less than half of these (48%) place it in the public domain

  • More positively, the diversity strategy of 86% of these organisations is driven by an action plan

    Accountability & leadership:

  • Employers are slightly more likely to make senior leaders accountable for delivering gender diversity, equality and inclusion strategies than for ethnicity strategies

  • 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)

  • Only 57% of organisations have a board level Champion for gender and for race

  • 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