Organisations aren’t tracking DE&I data
Forward-thinking organisations know that the future hinges on becoming more diverse and inclusive.
Employees want to work for organisations that care about makingan impact on diversity and inclusion. Organisations want to createworkplaces that are primed for innovation, performance, and diversity of thought.
By now, there’s zero doubt that a strong diversity and inclusionstrategy powers top-performing organisations. But there are stillthree big challenges standing in the way of organisations’ efforts tomaximise the potential of DE&I when it comes to how it’s measured.Forward-thinking organisations know that the future hinges on becoming more diverse and inclusive.
Employees want to work for organisations that care about makingan impact on diversity and inclusion. Organisations want to createworkplaces that are primed for innovation, performance, and diversity of thought.
By now, there’s zero doubt that a strong diversity and inclusionstrategy powers top-performing organisations. But there are stillthree big challenges standing in the way of organisations’ efforts tomaximise the potential of DE&I when it comes to how it’s measured.
Forward-thinking organisations know that the future hinges on becoming more diverse and inclusive.
Employees want to work for organisations that care about makingan impact on diversity and inclusion. Organisations want to createworkplaces that are primed for innovation, performance, and diversity of thought.
By now, there’s zero doubt that a strong diversity and inclusionstrategy powers top-performing organisations. But there are stillthree big challenges standing in the way of organisations’ efforts tomaximise the potential of DE&I when it comes to how it’s measured.Forward-thinking organisations know that the future hinges on becoming more diverse and inclusive.
Employees want to work for organisations that care about makingan impact on diversity and inclusion. Organisations want to createworkplaces that are primed for innovation, performance, and diversity of thought.
By now, there’s zero doubt that a strong diversity and inclusionstrategy powers top-performing organisations. But there are stillthree big challenges standing in the way of organisations’ efforts tomaximise the potential of DE&I when it comes to how it’s measured.
Organisations aren’t tracking DE&I data
Forward-thinking organisations know that the future hinges on becoming more diverse and inclusive.
Employees want to work for organisations that care about makingan impact on diversity and inclusion. Organisations want to createworkplaces that are primed for innovation, performance, and diversity of thought.
By now, there’s zero doubt that a strong diversity and inclusionstrategy powers top-performing organisations. But there are stillthree big challenges standing in the way of organisations’ efforts tomaximise the potential of DE&I when it comes to how it’s measured.Forward-thinking organisations know that the future hinges on becoming more diverse and inclusive.
Employees want to work for organisations that care about makingan impact on diversity and inclusion. Organisations want to createworkplaces that are primed for innovation, performance, and diversity of thought.
By now, there’s zero doubt that a strong diversity and inclusionstrategy powers top-performing organisations. But there are stillthree big challenges standing in the way of organisations’ efforts tomaximise the potential of DE&I when it comes to how it’s measured.
- DE&I and People leaders struggle to communicate thevalue of DE&I.
- DE&I isn’t seen as a business priority
- DE&I reporting is now a regulatory requirement.
Forward-thinking organisations know that the future hinges on becoming more diverse and inclusive.
Employees want to work for organisations that care about makingan impact on diversity and inclusion. Organisations want to createworkplaces that are primed for innovation, performance, and diversity of thought.
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Employees want to work for organisations that care about makingan impact on diversity and inclusion. Organisations want to createworkplaces that are primed for innovation, performance, and diversity of thought.
Forward-thinking organisations know that the future hinges on becoming more diverse and inclusive.
Employees want to work for organisations that care about makingan impact on diversity and inclusion. Organisations want to createworkplaces that are primed for innovation, performance, and diversity of thought.
