This website uses cookies

We use cookies to improve your experience on our website. If you continue without changing your settings, we'll assume that you are happy to accept all cookies on the CLC website. You can change your settings at any time.

A serious problem

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.

black, Asian and minority ethnic (BAME) participation in the workforce, at around 9%, is slightly lower than expected given that 14% of the population of England and Wales identifies as BAME. (1*)

recruitment img

Recruitment

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 recent Glassdoor study showed that:

of hiring decision-makers at UK organisations said a lack of investment in diversity and inclusions was a barrier to attracting high-quality candidates. (*2)

said diversity and inclusion initiatives were a significant factor that influenced a candidate’s decision to join an organisation. (*2)

recruitment img

Employee retention

Diversity also helps with employee retention.

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)

business success img

Business success

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)

recruitment img

A major opportunity

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:

diversity_better img

said they focus on diversity to better represent their customers.

key_reason img

said another key reason was to improve company culture.

improve_performance img

focussed on diversity to improve company performance. (*2)

problem solving img

Problem-solving

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)

innovation img

Innovation

innovation img

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)