When talking about diversity and inclusion in society and at work we mean, amongst other things;
13%Gender pay gap between women and men in the EU
51%, 74.8%:Employment rate for people with disabilities and without disabilities
16%of Roma report discrimination when looking for work
LGBTIQ
Trans and gender non-binary
21% (LGBTIQ) and 36% (Trans and gender non-binary)felt discriminated against at work
The unemployment rate for non-EU migrants is roughly twice as high than for EU nationals
North African descent
Sub-Saharan African descent
45% (North African descent) and 39% (Sub-Saharan African descent)felt discriminated against in regards to the ethnicity when looking for work
40%of people in the EU feel discriminated against on the grounds of age
37%of executives surveyed say their organisation sets senior leadership diversity goals
Up to 28% of
European executives acknowledge that diverse talent
left their company due to lack of inclusion
76% of
job seekers say diversity is an important factor
when considering a job
Workers who feel valued and included are more likely to stay with the company
Employees who feel more included are more engaged in their role
Diverse and inclusive teams foster different perspectives and solve problems faster
Diversity and inclusion helps organisations think outside the box and perform better
Companies with increased diversity were 70% more likely to report that they had captured new markets
Diversity and inclusion helps companies appeal to new demographics
Companies with diverse executive boards are among the top performers financially
Diverse and inclusive workplaces have increased revenues
Assessing D&I programs is crucial for any organization committed to spreading an inclusive culture. That is why, as Italian Diversity Charter, we support our signatories in measuring the most significant best practices, enabling them to fully understand their positioning and to identify areas for improvement.
The success of implementing diversity and inclusion strategies largely depends on how organizations measure diversity. Having assessment tools, like the Innodiversity index, is key to defining priorities and designing action plans that allow companies to measure the effectiveness of the D&I actions implemented and detect inefficiencies or anticipate new trends
By assessing diversity and inclusion in our company, we’ve managed to identify and bring to consciousness some of the aspects of our behaviour and processes we have, that can potentially cause inequality if ignored. Only when we are aware of everything that can eventually cause discrimination, we can build a more equal workplace
Having an assessment firstly showed the organization that we value and focus on D&I. This created the base for discussions, instilled trust, created expectations. Secondly, the assessment showed us both where we stand and what our gaps are, being primordial for a qualitative action plan for improving D&I and building an equal workplace. It helped us implement different customized adjustments, on a need basis, to level the playfield, but also to leverage on what we do well in each microenvironment and implement best practices across the organization.
