Published on
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
Strategies:
-
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