Business case

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

The UK’s current and future talent pool is changing, as is today’s business environment and so the business imperative to adapt and develop the workplace has never been greater.
What are the key features of the 21st Century Workforce- its challenges and opportunities?
What should UK business do to remain highly productive and competitive amidst tough trading conditions and a rapidly changing marketplace?
In the 21st Century Workforce, flexibility becomes the norm, not the exception and a source of competitive advantage.
Read and download the research to learn what business can do to create an agile workforce.
Targeting the Issue
This website section has been put together in response to The Lord Davies Review which has outlined recommendations on how to increase the number of women on corporate boards.

It contains details of the recommendations, the business rationale for increasing women in leadership roles, and outlines actions and practical suggestions for ways in which organisations can respond to the recommendations and increase the number of women on their board. Over the coming months Opportunity Now will work to further develop practical ways in which to support our members in following these recommendations.

Opportunity Now helps employers to accelerate change for women in the workplace because it makes good business sense. It works with its membership of employers, from the private, public and education sectors to offer tailored, practical and pragmatic advice on workplace issues.
A two part toolkit designed to assist the building of a robust global diversity strategy.
Making Diversity Work for You and Your People. Many organisations are taking steps to ensure employees are placed to give their best performance, to recruit from a widening talent pool and to empower their managers with inclusive leadership qualities. The trends analysis from  the Opportunity Now and Race for Opportunity benchmaring survey represents findings from 76 UK employers, representing a combined workforce of 1.3 million.