A recent report highlights concerning trends in enterprise Diversity, Equity, and Inclusion (DEI) initiatives, suggesting they may be superficial.
- The study by AND Digital shows many large businesses have inadequate action plans, particularly affecting women in leadership.
- Only 46% of women in enterprises with over 10,000 employees feel they have equal leadership opportunities.
- There is a significant call for more internal promotions and development opportunities for women.
- Female leaders indicate corporate culture must change to better support parenting and career advancement.
In a recent exploration of Diversity, Equity and Inclusion (DEI) initiatives among enterprises, a report by AND Digital has uncovered troubling indicators that such initiatives might often be just superficial. The report critically highlights that while businesses project an image of embracing diversity principles, the actual implementation is frequently inadequate, especially in leadership roles for women.
Examining the landscape for female leaders in large-scale organisations, the study noted that only 46 per cent of women in enterprises with over 10,000 employees felt they had equal opportunities for leadership roles as their male counterparts. In contrast, smaller organisations reported a higher satisfaction rate of 65 per cent among women regarding leadership opportunities.
The report illuminated a growing demand among women for greater leadership opportunities, with many advocating for increased internal promotions and enhanced training programmes. Such calls reflect a broader consensus that workplace dynamics have indeed improved; however, more substantial progress is needed to support women in ascending to leadership roles.
A significant dimension of the report is the issue of motherhood, which remains sensitive in many corporate environments. Many women reportedly defer having children until they achieve leadership positions due to insufficient support and flexibility from employers. Female tech leaders expressed that a choice between career and family should not be necessary, highlighting a critical area for improvement in DEI policies.
AND Digital’s Lauren Hine emphasized the necessity for companies to be held accountable for their DEI initiatives. Stating, ‘Businesses need to ensure they’re actually doing what they say they’re doing, not just unveiling more initiatives just for show.’ Her views echo a collective urge for genuine inclusivity efforts rather than performative actions.
The report by AND Digital urges enterprises to adopt substantial and genuine DEI policies to foster true inclusivity and equality.
