The UK’s most ambitious and comprehensive study on diversity and inclusion (D&I) to date has revealed just how far companies have progressed across 10 diversity spectrums.
Launched by DIAL Global and Ipsos MORI, the ‘groundbreaking’ McKenzie-Delis Packer Review (MPD Review) is the first review of its kind to take a holistic approach to D&I that measures 10 different facets of diversity. They include race and ethnicity, nationality, age/generation, gender, sexual orientation, socio-economic status, disability, religion/belief, mental health and parenthood.
While the D&I agenda has long been a high priority in the UK, until this point there hasn’t been a comprehensive review of how the country’s largest employers are addressing and prioritising their efforts across the 10 facets of workplace D&I, pointed out Leila McKenzie-Delis, Founder of the review and CEO of DIAL Global.
TRACKING DIVERSITY & INCLUSION PROGRESS
“Diversity and inclusion isn’t just about looking at one or two areas, we wanted to go beyond that look at many different facets so we can properly track how UK companies are performing and identify areas where change is needed,” stated McKenzie-Delis. “We are delighted so many big names stepped forward to be involved and over the coming years we aim to track how thousands of UK companies are performing.”
Boots, KPMG, Natwest Group, Tesco, Lloyd’s Banking Group, the Co-op, The NHS, EY and The FA were among the 79 companies that took part in the inaugural report. Organisations such as Stonewall, the Parker Review, the Centre for Ageing Better, Mind, the Hampton-Alexander Review and the Business Disability Forum also helped to provide insights into the review.
KEY DIVERSITY & INCLUSION FINDINGS
While many companies take D&I seriously, the review revealed there are still areas where more focus and improvement is needed. It found that 89% of participating companies don’t track employee socio-economic background. And a fifth do not publish their ethnicity pay gap. However, only 43% report their progress against measurable objectives for leadership team ethnic diversity. And 18% don’t collect data on the nationality of employees. Interestingly, 85% of senior leaders at companies feel they don’t face any issues with managing age-diversity at work.
When it comes to parenthood, 92% of organisations recognise the benefits of having parents in the workplace. Yet there is a gender gap around parental support. Seven in 10 participating organisations offer an uplift in statutory maternity pay, while only six in 10 offer an uplift in statutory paternity pay.
On mental health matters, 92% of participating firms recognise the importance of employee mental health in business success. In fact, eight in 10 have a strong mental health strategy/plan for all employees, which includes tackling stigma. Additionally nearly nine in 10 organisations said they provide mental health training.
ROOM FOR IMPROVEMENT
Nine in 10 of participating organisations said they have a process to ensure employees with disabilities and long-term conditions have the adjustments they require at work. However, only 58% have communicated and engaged with the workforce on why disability inclusion is important to the organisation. Additionally, 43% do not currently have senior leaders in each area of the organisation, ensuring disability inclusion is factored into their business strategy.
The review also revealed that just 38% of participating companies monitor data on the sexual orientation of their leadership teams, or internally share stories of any visible LGBT role models from the leadership team. In short, there’s lots of room for improvement across all 10 diversity facets/spectrums.
According to Ben Page, CEO of Ipsos MORI and Co-chair of the review, “companies need to do more to recognise the importance of diversity and inclusion”. Watch the video below to find out why and the reason for his involvement with the review.
GAINING BETTER DIVERSITY UNDERSTANDING
The McKenzie-Delis Packer Review aims to broaden the awareness and understanding of visible and invisible segments of diversity, and better understand how organisations are reporting, measuring and taking action to become more inclusive and diverse employers. Going forwards, Leila McKenzie-Delis, Ben Page and Lord Simon Woolley, Chairman of the MDP Review, hope that the review becomes a useful diagnostic tool to help organisations assess their position on each of the facets and identify what their areas of focus should be, as well as measure and report progress on all 10 facets.
“I have worked nearly 30 years fighting, campaigning and lobbying for greater social and racial justice. The McKenzie-Delis Packer Review is a milestone first step when it comes to giving us a better the understanding of who we are, and where we are in the diversity and inclusion space,” stated Lord Simon Woolley. “The better we understand this, the better we are placed to make bold and brave plans and make change happen.”
To download a copy of the McKenzie-Delis Packer Review, click here.
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