Diversity, equity, and inclusion (DEI) efforts help to ensure that employees of all genders, races, and backgrounds have access to the same opportunities. However, DEI strategies of the past simply fall short today. To build a future-ready workforce, companies need to embed DEI at every stage of the employment lifecycle. From recruitment through retention and all the way to advancement, businesses must focus on increasing diversity in representation, ensuring equity in processes, and deepening inclusivity in their culture.
Diverse and inclusive environments don't just benefit employees. Companies that commit to DEI consistently outperform their peers across a range of crucial metrics. DEI makes companies better partners to their clients, better employers to their staff, and, more broadly, better corporate citizens. Employees throughout the ranks need to grasp their contributions in the context of a larger goal. They need to be aware of their role in the realization of the company's mission and vision.
When employees feel they have equal opportunity to advance and think the system is fair, they are happier with their career, plan to stay at their company longer, and are more likely to recommend it as a great place to work. In this context, it is important to highlight the experiences of women in the workplace. According to our research, 1 in 4 women thinks their gender has played a role in missing out on a raise, promotion, or chance to get ahead.
Women’s experiences are not universal. They are often shaped by different aspects of their identity. Cross-trait bias impacts women’s day-to-day work experiences and ability to advance in their careers. Over the past five years, the number of women in senior leadership has grown. Nevertheless, women continue to be underrepresented at every level.
Women are generally less likely to be hired and promoted to manager. For every 100 men promoted and hired to manager, only 72 women are promoted and hired. Men hold 62% of manager-level positions, while women hold just 38%. The number of women decreases at every subsequent level. Only one-third of companies set gender representation targets for first-level manager roles, compared to 41% for senior levels of management.
At Blue Dot, we work closely with your leadership team to help you make a case for change. We help you frame your aspirations, develop a roadmap for DEI transformation, and support you in implementing reforms. Embedding DEI at the heart of everything you do will reinvigorate your business by solidifying your status as a performance leader and a champion of change.