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A genuine commitment to diversity, equity and inclusion (DEI) has a positive impact on staff attraction, engagement, retention and overall workplace culture. However, this can be challenging in frontline workplaces. Our eBook outlines what's going wrong and how DEI outcomes can be improved with some simple steps.
DEI Initiatives are falling short
A Deloitte[1] study of frontline workers found that just 38% of those surveyed think their company’s DEI initiatives are truly focused on creating a better workplace for all, while a quarter (24%) think those efforts are more about looking good.
If just one aspect of DEI is used as an example – the gender pay gap – it’s clear there’s a long way to go. For example:
In Australia, the median total remuneration gender pay gap is 19%. This means that over the course of a year, the median of what a woman is paid is $18,461 less than the median of what a man is paid
In New Zealand, the gender pay gap has reduced steadily from 16.3% in 1998 to 8.6% in 2023, but this has fluctuated over the past decade. The gender pay gap for Māori, Pacific and Asian women, and disabled women is significantly higher than the overall gap
In the UK, the median pay gap in 2022-23 was 9.4%, the same level as in 2017-18 when employers with more than 250 employees were first required to publish the information annually
Tips to improve DEI outcomes
Our eBook provides tips not only on how to work towards closing the gender pay gap, but also how to improve broader DEI outcomes. We take a look at:
The challenges and opportunities of mandated gender pay gap reporting
Gender inequality and intersecting forms of diversity: why gender inequality is not experienced in the same way by all women and men
Opportunities for improvement, including:
Aiming for representative leadership: ‘what you see matters’
Promoting allyship and supporting your champions
Looking beyond talent acquisition to succession planning and career progression
Giving employees the choice to pick and choose benefits that matter most to them (e.g. parental/carers leave, childcare subsidies)
The role of HR and workforce management technology to promote fairer, more equitable rostering and to provide in-depth DEI metrics and reporting.
Keen to learn more? Download our eBook today by completing the form.