An annual review has found that many of the 海角视频鈥檚 largest companies have increased their focus on diversity and inclusion, but factors such as age, socio-economic status and sexual orientation are still lagging behind with stalled progression on gender equality.
The DIAL Global Diversity Review 2023 looked at 87 of the 海角视频's largest companies including: Alfa, Barclays, Britvic, Havas, KPMG, Pfizer, Royal Mail and more. The annual review looks at diversity, inclusion, belonging and equity in large 海角视频 companies.
The report conducted by Diverse Inclusive Aspirational Leaders highlighted "positive progress" in many of areas, with 84% of participating companies now having a chief diversity officer or equivalent role in place, and a significant increase in the number of companies with at least one member of their senior leadership team classed as being from an ethnic minority background. But when there is representation at the top, on average it is still a 1:4 split of ethnic minority leaders to white leaders.
Mental health, religion and nationality topped a list of 10 different diversity facets most companies excel on.
However, gender parity at a senior level has stalled, with only 34% of companies saying they have 50/50 representation at the top. And when women make it to the senior leadership level or to a board of directors, on average they are still in the minority with only two out of five members being female.
Age, socio-economic status and sexual orientation came bottom of the list. The same survey in 2022 also placed these three facets last.
Seven in nine (78%) of participating companies said they have specific outreach programmes to target candidates from schools in lower socio-economic areas or socio-economic backgrounds. Although less than half (49%) said they collect and monitor data on the socio-economic background of their workforce.
The diversity and inclusion accelerator's study also found that 73% of businesses had specific measures in place to reduce age bias in recruitment, but less than 1 in 3 (32%) actually provide training geared towards older workers.
Leila McKenzie-Delis, chief executive of DIAL Global, said: 鈥淭his year鈥檚 review showed some promising improvements that 海角视频 businesses are making progress in DIBE, which we are delighted to see. However, when looking closely at each of the ten facets, you can see this effort is not being distributed equally.
鈥淏usinesses are recognising now that tracking and measuring DIBE seriously ensures a more successful business performance, whilst also allowing them to see their reputation amongst current and prospective employees, customers and shareholders improve.
鈥淲hilst we can celebrate where progress is being made, the report shows us that the attention is not distributed equally in terms of demographic differences and so, we need to ensure groups of people are not being left behind. We need to see more organisations moving the dial on all facets of DIBE, which is an ongoing challenge, but one we should continue to push forward if we are to truly level the playing field.鈥
First launched in 2020, this year's review shows many companies are now actively tracking their progress to demonstrate if they鈥檙e embedding change and improvements are being made.
Jon Holt, chief executive of KPMG in the 海角视频, said: 鈥淲e are committed to making KPMG a place where there鈥檚 no limit to where your talent, achievement and hard work can take you. Building an inclusive and diverse workforce is not only the right thing to do, it delivers better outcomes for clients, communities and colleagues.
鈥淲e have a longstanding focus on social mobility, from our work to raise skills and aspirations in local communities, to challenging our own recruitment and promotion processes. We were proud to be one of the first businesses to publish our socio-economic background pay gaps, while also setting ambitious socio-economic background representation targets for leaders.
"Last year we went further, publishing the largest analysis of career progression by a business, which found that social class is the biggest barrier to career progression, compared to any other diversity characteristic. The pioneering study reinforced why we, and every 海角视频 business, cannot afford to overlook socio-economic background in our mission.
Mr Holt added: "There鈥檚 still a long way to go. That鈥檚 why it鈥檚 so important for businesses to work together, share best practice and encourage others to join the conversation.鈥
