Phillipa Geard

I agree, in addition you need to clearly state your ‘why’ for focusing on diversity and inclusion. Your ‘why’ could be : Profit - research supports findings on diverse firms that harness the diversity quotient outperform their peers. Talent pipeline - to attract and retain the best talent. Insights- better understand the target audience you are serving by hiring this talent. Whatever your ‘why’, make it clear to the D&I team what the desired outcome is, and how it will be measured.

The value gain in a diverse organisation is the ability to a) unlock the diversity quotient that diverse backgrounds, perspectives and thinking deliver and b) attract and retain top talent because this talent feels valued and included in the greater organisation. Diversity & inclusion policies should never be about ticking boxes, but unlocking potential, innovative thinking and building future-fit teams. To unlock the diversity quotient it requires identifying equitable interventions to enable different people to thrive. Take the career journey of a working woman entering a male dominated industry like IT. Interventions like mentoring programmes, sponsors and regular management check-ins will make her feel a sense of belonging.