If there is no plan, there is no progress: to achieve parity of women in senior management roles, businesses need to have a DE&I strategy in place. The most successful strategy is one which focuses on DE&I alone, independent of a broader ESG strategy. This is our second pathway.
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If there is no plan, there is no progress: to achieve parity of women in senior management roles, businesses need to have a DE&I strategy in place. The most successful strategy is one which focuses on DE&I alone, independent of a broader ESG strategy. This is our second pathway. Mid-market firms with both a DE&I strategy and an ESG strategy, have the highest percentage of 46.2% - more than businesses which have an ESG strategy, which includes specific
actions and plans focused on diversity and inclusion, but we do not have (23%). If businesses do not have a DE&I strategy or an ESG strategy, the percentage drops to 7.5%.
What measurement has the biggest impact?
The analysis of the impact different measurements have on the percentage of senior management roles held by women reveals significant variation, as shown in the graph below. However, if there are clear indicators of DE&I performance being measured, businesses will outperform the global benchmark.
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