The firm IIC Partners Executive Search Worldwide surveyed 461 global business leaders.
Most companies declare to highly value Diversity & Inclusion but « appear at times unable to penetrate the market to find and source this talent« .
- « 63% of senior executives say diversity and inclusion is either very important or extremely important;
- however, this same majority report their workforces have average or below average diversity;
- 48% of companies do not request a diverse slate of candidates when hiring for senior executive roles;
- 57% of companies have not set any goals for hiring diversity candidates or if they have set goals they will not meet them by their target date. »
» Diversity And Inclusion Are Highly Valued By Most Companies, But Sourcing Talent Remains a Key Challenge. »
« Many companies have exhausted their ‘go-to’ talent pipelines and must take new approaches to achieve their diversity and inclusion goals. Senior executives say the three largest barriers for identifying diversity candidates include:
- Unconscious Bias
- Finding Diverse Talent
- Limited Pool of Diverse Talent In The Industry »
“An overwhelming 87 percent of senior executives agree that diversity and inclusion creates a stronger workforce…
but are struggling to champion and implement it as a best practice. »
You can access the full report at this link: https://iicnet.iicpartners.com/documents/DIReportV4_3256.pdf
- Are you facing the same barriers in your company?
Comments and suggestions are welcome if you feel like sharing.
More from me on Talent Development and Ethnostratification:
African proverb: « Hope is the pillar of the world. »
Born in Congo, I am committed to developing more inclusive workplaces. My passion is to enable others to achieve their potential and to advance equity in corporate Brussels.
About eight years ago, a friend told me something like « in my company, they consider me as a high potential. I participated to the annual event of our industry, 500 people – la crème de la crème – and I was the only non-white in the room. A journalist even came to me and discreetly asked « what about upward mobility »? The problem is that in our industry, the majority of the workers at the bottom of the pyramid are non-whites. The higher you go in the hierarchy, the whiter it becomes. »
How to increase racial diversity at the top of corporate Brussels?
What is the diverse makeup or diversity demographics of your team overall? And of your management and board teams?