A first for the Report
The 2020 Report, in collaboration with WiHTL and The MBS Group focuses on two key areas of the diversity and inclusion journey: Gender and Race and Ethnicity. It explores progress made by companies across the sector both in terms of increasing the percentage of women and Black, Asian and Minority Ethnic employees at senior leadership level as well as making meaningful changes towards creating a diverse and inclusive organisational culture.
In addition to the two key areas of Gender and Race and Ethnicity, the research explores broader aspects of diversity and inclusion, including LGBTQ+, disability, nationality, age and social mobility.
For the first time, the Report includes the findings of an extensive survey conducted by PwC of more than 1,500 people working at all levels of the HTL industry. In a picture that combines important strides in some areas and frustration with the slow pace of change in others, we explore what diversity and inclusion look like from the employee’s eye view.
Sector continues to make real strides
2019’s edition painted a fairly positive outlook for the industry, and this message continues in 2020’s report, with the sector making progress on gender and ethnic diversity as witnessed across all headline figures. Female and BAME representation at each of the most senior levels has increased – Board (up 5.3% for women / 4.6% BAME), Executive Committee (up 1.8% for women / 1.4% BAME), and Direct Reports (Up 1.7% for women / 1.1% BAME), demonstrating that real action has been taken at scale across the UK. If this current rate of progress continues, then the sector as a whole will reach its target of having 33% female representation across all three leadership levels by the end of 2021.
An impressive 80% of companies in the HTL sector – nearly double that of an adjacent sector, have also adopted a coordinated diversity and inclusion strategy, again illustrating real momentum that needs to be built upon.
Employees fuel promising signs
Our survey reveals an encouraging level of commitment to diversity and inclusion within the industry, with a third of employees (35%) reporting that a commitment to diversity and inclusion is one of their organisation’s stated values, while a further 22% feel that this is a high priority area, even if it’s not a stated value.
Other promising signs include the strong sense of mutual support with nearly three-quarters (74%) of employees believing their colleagues demonstrate a commitment to treating everyone fairly and with respect, while 33% believe that diversity and inclusion in their organisations have got better in the past 12 months.
More work needed
Despite promising signs, in a number of critical areas ranging from training and communication to creating a more diverse leadership pipeline, most HTL organisations are falling short in employees’ eyes. Nearly two-thirds of employees (65%) don’t see any improvement in diversity and inclusion (D&I) in their organisation over the past 12 months, while only 23% report that their organisations have programmes in place to recruit diverse candidates. The big question being asked by employees appears to be how far and how fast these good intentions are being translated into real benefits on the ground.
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