5 actions can improve inclusion and diversity

Focus on factsMine data to diagnose key issues and build the case for change.

Lead and cascade First engage leadership, then cascade through line managers; celebrate desired behaviours, and track results.

Communicate intentionally and inclusively Link back to your corporate mission, make it inclusive and fill the void with facts.

Prioritise caregiver support, flex and sponsorship Focus on the three initiatives that matter most to all groups.

Mitigate bias systematically Bias exists; you can’t train it away, but you can drive behavioural change through structural interventions.

Perception mattersSenior men and women perceive their organisations to be more diverse

than do junior men and women.

My organisation’s senior leadership team is sufficiently diverse

Senior men Senior women Junior men

61%

42%

57%

37%

Junior women

Commitment from the topWhen leaders are committed to inclusion and diversity,

employees’ sense of inclusion nearly doubles.

Inclusion score without leadership commitment Inclusion score with leadership commitment

41%

78%

~2Xincrease ininclusion

The diversity dilemma

Percentage of populations

Universitygraduates

Professionals Executivemanagement

CEOs(FTSE 350)

Board directors(FTSE 350)

Men 2018

Women 2018

Women 2012

Increasing seniority

75

50

25

100%

0

The link between diversity and corporate performance has been proven, but progress on diversity remains frustratingly slow.

Five Actions to Improve Inclusion and Diversity in the Workplace

Sustaining these actions can help leaders gain traction.

Read more:Take Action, Gain Traction: Inclusion and Diversity in the UK Workplacewww.bain.com/inclusion-diversity-uk