The business case for a diverse leadership team is clear. But a diversity strategy needs to encompass all aspects of an organisation to lock in future success.
Calls for greater inclusion and diversity (I&D) across business and institutions are continuing to grow on both sides of the Atlantic, with the public and investors demanding action on race inequality—especially after the Black Lives Matter protests—and on gender.
On the business front, some progress in creating a more diverse workforce has taken place in recent years, but research shows that diversity is still patchy. A 2020 update of the UK’s Parker Review showed that 74 FTSE 100 boards had ethnic representation but only five ethnic minority directors held chief executive or chair roles—all of whom were men.
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