Although diversity has clearly moved up the UK business agenda in recent years, nearly half of the respondents in a BCG study said that in the past three years, their employer had made no progress in improving diversity and inclusion (D&I). Even more troubling: employees who don’t believe that their organisation is fully committed to diversity are three times more likely to leave than those who do.
Diverse Groups Need Diverse Interventions
A common set of interventions—such as antibias measures, visible role models, and mechanisms that give employees a voice—are valued by all underrepresented groups. Some interventions, however, resonate better with certain groups than with others. The study also revealed that D&I programmes typically focus more on recruitment than on retention and advancement. Organisations need to consider individual employees’ entire career journey and implement D&I interventions that address their changing needs at different career stages.
Employers Must Diversify Their D&I Strategy
Creating a D&I strategy that addresses these crucial differences involves several key steps: Start with an up-to-date baseline. Investigate the root causes of workplace inequities and D&I ineffectiveness. Select appropriate interventions. Define and track targets, and adapt them as needed. And regularly communicate what you are doing and why.
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