Progress report It’s critical that companies create a truly human environment where people can be successful both professionally and personally – where they can be who they are and feel they belong, every day
The diversity and inclusion agenda has broadened out from gender balance, although this still remains an important priority within organisations
Research released by Accenture earlier this year identified 40 workplace factors that create a culture of equality – including 14 key factors that matter the most. Among the key factors linked to advancement are: not asking employees to conform to a dress or appearance code; having an agreed diversity target and sharing it externally; giving employees the freedom to work from home; and having an active women’s network with participation from men and women.
The ‘Getting to Equal 2018’ research is based on a survey of more than 22,000 working men and women in 34 countries – including more than 700 in Ireland.
“Our research shows that in companies with cultures that include the workplace factors that help women to advance, men thrive too, and we all rise together,” says Dr Michelle Cullen, head of inclusion and diversity, Accenture Ireland. “We see this research as a powerful reminder that building a culture of equality is essential to achieving gender equality because people, not programmes, are what make a company inclusive and diverse.”
The research suggests that if all working environments in Ireland were like those in which the 40 factors are most common, there would be a positive shift in workplace advancement. For every 100 male managers, there could be as many as 89 female managers, up from the current ratio of 100 to 56.
“Culture is set from the top, so if women are to advance, gender equality must be a strategic priority for the C-suite of executives,” says Alastair Blair, country managing director, Accenture Ireland. “It’s critical that companies create a truly human environment where people can be successful both professionally and personally – where they can be who they are and feel they belong, every day.”
In the past two years, the diversity and inclusion agenda has moved beyond the gender balance debate, which the following pages show.
There has been significant progress in terms of companies and organisations becoming more strategic about this area, openly stating their position and taking concrete steps to bring about change.
The Irish Centre for Diversity and the Centre of Excellence for Diversity and Inclusion have been established and are proactively working with employers on specific projects. And OUTstanding Ireland has been set up to promote the particular needs of the LGBT community, following on from its success internationally.
The key to all of these developments – and much more needs to be done – is the willingness of business leaders to speak out and be visible about their attitude to diversity and inclusion.