Change the Race Ratio are proud to have partnered with EY on their latest report, DE&I interventions that deliver: What works across multiple characteristics, which just launched.
The report has been written in collaboration with leading campaigns including Change the Race Ratio, Progress together and the 30% club and with the support of the Parker Review and FTSE Women Leaders, and includes insights from businesses such as Auto Trader, BT Group, Linklaters, and Govia Thameslink Rail.
Change the Race Ratio wanted to work together with EY and our brilliant fellow campaigning organisations as we recognise that business are striving to create and deliver an approach to inclusion that works for all employees. There is a time and a need to take focussed action for ethnic minority colleagues but its equally important to understand the actions that work to drive change regardless of characteristics which this report sets out. Ensuring we marshal our ED&I resource to key actions that drive positive change and deliver results is more important now than ever before.
Practical recommendations to focus on DE&I
These are the practical recommendations on how organisations can focus on DE&I interventions that work across multiple characteristics.
- Inclusion is the foundation from which to start a successful DE&I policy, contributing to business growth and innovation achieving retention.
- Measurement: taking a data-driven approach to DE&I including robust data collection and analysis and target setting.
- Recruitment: implement targeted recruitment strategies that attract diverse candidates and, where needed, offer appropriate support to accurately assess their competences and suitability for a role.
- Retention: providing flexibility on when and how roles are performed.
- Progression: offering structured development programmes to mentor and/or sponsor individuals to close gaps in access to career progression opportunities
Sir Trevor Phillips, Chair, Change the Race Ratio, Comments on the findings of the study:
“The fact that there are questions being asked about the value of diversity and inclusion programmes is a sign, not that we should do less, but that we should do more - and do better.
Both workforces and customers are more diverse, and more aware of their differences than ever. That means studying what has been done, dropping approaches that failed to deliver, and doubling down on programmes that boost corporate success.
That’s why this work from EY is central to any leader who wants to be judged by their results.”
Read the full report here.
