The firm IIC Partners Executive Search Worldwide surveyed 461 global business leaders.
Most companies declare to highly value Diversity & Inclusion but “appear at times unable to penetrate the market to find and source this talent“.
Main findings:
- “63% of senior executives say diversity and inclusion is either very important or extremely important;
- however, this same majority report their workforces have average or below average diversity;
- 48% of companies do not request a diverse slate of candidates when hiring for senior executive roles;
- 57% of companies have not set any goals for hiring diversity candidates or if they have set goals they will not meet them by their target date.”
” Diversity And Inclusion Are Highly Valued By Most Companies, But Sourcing Talent Remains a Key Challenge.”
“Many companies have exhausted their ‘go-to’ talent pipelines and must take new approaches to achieve their diversity and inclusion goals. Senior executives say the three largest barriers for identifying diversity candidates include:
- Unconscious Bias
- Finding Diverse Talent
- Limited Pool of Diverse Talent In The Industry”
“An overwhelming 87 percent of senior executives agree that diversity and inclusion creates a stronger workforce…
but are struggling to champion and implement it as a best practice.”
You can access the full report at this link: https://iicnet.iicpartners.com/documents/DIReportV4_3256.pdf
- Are you facing the same barriers in your company?
Comments and suggestions are welcome if you feel like sharing.
Blog: http://www.keep-dreaming.org/2018-diversity-inclusion-report-by-iic-partners
More from me on Talent Development and Ethnostratification:
The four hiring trends for 2018 by Linkedin
The 6 main obstacles to the hiring of talents of non-EU origins in the Brussels job market
The third Socioeconomic Monitoring (Employment & Origin, 2017)
No problem? Speak up. Tackle racial discrimination
The 4th meeting of the European Migration Forum
Doing pretty well on inclusion & diversity
Corporate Belgium – Europe: Ethnicity = The chicken or the egg?
Corporate Belgium – Europe: Ethnicity = Law of Inverse Relevance?
Belgium / EU: Ethnicity + inclusion = business case?
Corporate Belgium: Employer branding
European Diversity Conference, Paris, Jan 2015
Workplace Diversity – Eurostat report: “Non-EU citizens twice as likely to be unemployed”
African proverb: “Hope is the pillar of the world.”
Grégory
Born in Congo, I am committed to developing more inclusive workplaces. My passion is to enable others to achieve their potential and to advance equity in corporate Brussels.
About eight years ago, a friend told me something like “in my company, they consider me as a high potential. I participated to the annual event of our industry, 500 people – la crème de la crème – and I was the only non-white in the room. A journalist even came to me and discreetly asked “what about upward mobility”? The problem is that in our industry, the majority of the workers at the bottom of the pyramid are non-whites. The higher you go in the hierarchy, the whiter it becomes.”
How to increase racial diversity at the top of corporate Brussels?
What is the diverse makeup or diversity demographics of your team overall? And of your management and board teams?
