The new toolkits titled ‘Developing an inclusive and diverse leadership culture’ provide vital checklists that companies can use to record their current D&I status and develop future plans.
We’ve broken the approach down into steps so you can choose your approach and take steps to effect positive change, as opposed to trying to do everything and getting overwhelmed. Whilst the guideline is more UK culture oriented, the foundation steps are internationally relevant and can complement your local needs.
With organisational D&I journeys being so varied and at different stages we wanted to be clear that: Your D&I intent and effort are the goal over perfectionism We don’t expect, nor is it possible, to shift the D&I dial overnight We’ve broken the approach down into steps so you can choose your approach and take steps to effect positive change, as opposed to trying to do everything and getting overwhelmed Whilst the guideline is more UK culture oriented, the foundation steps are internationally relevant and can complement your local needs
Diversity & Inclusion (D&I) is a key element in an organisation for driving growth, innovation, profitability, consumer understanding as well as a key pillar within any Environmental, Social and Governance (ESG) framework. “Your stakeholders – from shareholders to employees – are looking at your record on inclusion, diversity and social mobility when making decisions. And they’re looking beyond what’s needed to comply with legislative changes – for example, gender pay gap and ethnicity pay gap reporting. They want to work with businesses that demonstrate greater authenticity. A commitment to IDE across the employee lifecycle, is important for the communities you operate in – and for your own organisation.”
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