|CookieConsent||https://www.clc-uk.org/||Stores the user's cookie consent state for the current domain||1 Year||HTTP|
|_ga||https://www.clc-uk.org/||Registers a unique ID that is used to generate statistical data on how the visitor uses the website.||1 Year||HTTP|
|_gat||https://www.clc-uk.org/||Used by Google Analytics to throttle request rate||Session||HTTP|
|_gid||https://www.clc-uk.org/||Registers a unique ID that is used to generate statistical data on how the visitor uses the website.||Session||HTTP|
|collect||google-analytics.com||Used to send data to Google Analytics about the visitor's device and behaviour. Tracks the visitor across devices and marketing channels.||Session||Pixel|
|GPS||youtube.com||Registers a unique ID on mobile devices to enable tracking based on geographical GPS location.||Session||HTTP|
|VISITOR_INFO1_LIVE||youtube.com||Tries to estimate the users' bandwidth on pages with integrated YouTube videos.||1 Year||HTTP|
|YSC||youtube.com||Registers a unique ID to keep statistics of what videos from YouTube the user has seen.||Session||HTTP|
The CLC has identified a persistent challenge in relation to career progression for women and participation overall by black and minority ethnic people.
Over recent years, surveys have found that about:
of the CLC-regulated workforce, but only around half of managers, are women.
Diversity and inclusion policies have been shown to attract new employees. PwC completed a survey in 2017 and found that 54% of women and 45% of men said they researched whether a company had diversity and inclusion policies in place when deciding to accept a position with their most recent employer. When deciding to accept an offer, 61% of women and 48% of men said they assessed the diversity of the company’s leadership team. (*2)
A 2017 study by Women Abroad found that there was a direct link to employee retention and engagement with supporting employee networks for specific demographic groups (e.g gender, sexuality, ethnicity or religion). (*2)
You can stand out from competitors with diversity and inclusion policies. Research by McKinsey & Co found that businesses with a good balance of men and women are 15% more likely to outperform their competitors. This increased to 35% when employees were from a mix of ethnic backgrounds. (*3)
Your customers are diverse, and so a diverse workplace will best represent them.
According to LinkedIn’s Global Recruiting Trends 2018, when employers were surveyed:
It pays to have a diverse team. Research published in the Harvard Business Review in 2017 showed that cognitively diverse teams solve problems faster than teams of cognitively similar people. (*2)
Employees’ ability to innovate increases by 83% when they think their organisation is committed to and supportive of diversity and they feel included, a 2013 report by Deloitte found. (*2)
Diversity and inclusion in the workplace was also identified as a key driver of internal innovation and business growth, a study completed by Forbes found. (*4)