Launching the landmark report on diversity data in the FS industry - Holding Up the Mirror - Baroness Helena Morrissey DBE, Chair of the Diversity Project, used her introduction to the webinar on April 22 to highlight one of the ‘killer facts’ from the survey. “While 80% of HR leaders believe that collecting D&I data should be a priority in 2021,” she told the senior FS audience, “only 20% of leaders believe they are good at it.”
Created in partnership by LGBT GREAT, the Diversity Project and EY, the report – and webinar – both explore practical, concrete ways for the FS industry to use Diversity data to seize core business opportunities, across: talent, reputation and performance.
Presenting key findings from the report, Matt Cameron, Global Managing Director of The Ocean Partnership & LGBT Great, and Katherine Savage, Partner, Financial Services, People Advisory Services at EY first explored ‘what’s at stake’. As Holding Up the Mirror confirms: “Organisations with a diverse and inclusive culture are eight times more likely to achieve better business outcomes, six times more likely to be innovative and agile, and three times more likely to be high performing.”
Both presenters then highlighted that 2021 is a watershed moment for Diversity data. With COVID-19 launching an era of disruption, they urged businesses to exploit generational shifts – such as hybrid working – as a “Diversity opportunity”. As leaders gather deep feedback from employees to navigate the evolution of the workplace, they also have a once-in-a-generation opportunity to embrace Diversity data.
Leading a live panel discussion, Rebecca Mayo, Joint Managing Director, Lansons, facilitated contributions from: Jon Terry, business advisor on people challenges; James Barham, CEO, River and Mercantile; Luba Nikulina, Global Head of Research, Willis Towers Watson and Heather Andrews, Employee Experience Director, Legal & General Group. The panel discussed the pivotal importance of data as the golden thread in a company’s Diversity journey: defining its As Is and To Be positions for D&I; informing D&I strategy and implementation; agreeing metrics to assess delivery; motivating employees via proof-of-delivery.
As partner to Holding Up the Mirror, Lansons drew on extensive experience of partnering organisations on D&I to create a C-Suite Checklist for Success. In this dedicated section of the report (page 21-25 pictured below) Lansons shares practical steps to help FS leaders build the trust with their people that drives every successful Diversity data journey.
Read the full report: Holding up the Mirror, 22 April 2021 [2MB]
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