Equality + diversity = growth

 

Today, more and more CEOs regard talent diversity as vital to their organisation’s ability to drive innovation and gain competitive advantage. Furthermore potential employees increasingly want an accurate and honest impression of an employer’s workplace experience and culture before making a decision on whether to join them. In the fight for talent it is critical then that organisations take a holistic approach to diversity and equality. There are more than the legislative dimensions to consider (gender, ethnicity, religion, age, disability and sexual orientation) when creating and implementing a strategy for example recruiting people with different mindsets, cultural backgrounds and life experiences.

 

The focus on gender equality in the past fifty years has shown us that creating a diverse and inclusive culture requires continual focus and support from all levels. We know that indirect discrimination and unfair treatment arises from unconscious biases and attitudes embedded in an organisation’s culture and decision making processes. We are committed to helping our clients solve this problem and based on our efforts so far we have found these strategies disrupt institutional inertia around stereotypes and biases:
 

  • Challenge negative stereotypes
  • Crunch the numbers; use technology
  • Implement critical interventions at all stages of the talent lifecycle
  • Enhance awareness of unconscious bias
  • Involve more in the conversation
  • Increase focus on inclusive behaviour.
Equality + diversity = growth

Diversity and equality from a business perspective

The fight for talent

Findings from our latest research clearly show that traditional stereotypes associated with gender or life stage are well and truly out of date. To be a magnet to the modern talent pool, organisations must offer opportunities for career progression, flexible work arrangements and a culture of work life balance. This means organisations need to align their recruitment and diversity strategies to be a more attractive employer of choice and fully leverage growing talent pools.

Standing up to scrutiny

There is an ever increasing demand from customers, stakeholders and employees is that an organisation’s workforce reflects the society in which it operates. This requires a level of transparency and trust to stand up to scrutiny from any and all parties. Reflect on these questions below to gain insights into your organisation’s starting point:

  • How will you understand how your workforce demographics and diversity efforts are perceived across and beyond your workforce?
  • What risks and opportunities do these perceptions open up?
  • How does diversity and inclusion fit into the wider drive to improve transparency and trust?
  • How will you make sure you are on the path to demonstrable progress? And how will you measure and communicate your efforts and progress?

Show me the – fair and equitable – money

Equal pay has been and will continue to be a concern for both men and women. For Executive Boards and Corporate Governance this raises a potentially costly and brand damaging risk since the payout on equal pay liability claims can be business crippling. It is therefore critical to have well defined processes and procedures embedded into how your people work supported by an open and inclusive culture so that potential issues are raised and addressed internally.


Contact us

Eli  Moe-Helgesen

Eli Moe-Helgesen

Partner | National Leader Assurance , Leader Assurance Region East, PwC Norway

Tel: +47 952 60 113