DIVERSITY, EQUITY & INCLUSION
Companies and CEOs claim that Diversity, Equity and Inclusion matters, but the initiatives provided are often oversimplified or misunderstood and decades later, the NBWN believe progress is not where it needs to be.
That is why the business case for Diversity, Equity and Inclusion (DE&I) is stronger than ever.
Research has repeatedly shown that gender and ethnic diversity, inclusion and performance go hand in hand.
IT'S TIME TO CLOSE THE GAP!
Service Name
In January 2020, only 178 of the 2,625 FTSE 350 directors were from a BAME background
Service Name
Across the FTSE 350 companies that supplied sufficient data to the Parker Review 59%, did not meet the target of having at least one person from an ethnic minority background on their board
Service Name
1 in 4 BAME employees reported in 2018 that they had witnessed or experienced racist harassment or bullying from managers in the last two years
Service Name
52% of BAME employees believe that they will have to leave their current organisation to progress in their career, compared to just 38% of White employees
Diverse companies make better companies. By working with the NBWN we will help you to unlock the power of your DE&I strategy. Why? Who does not want enhanced performance, better well-being and ultimately, increased profits?
​
The time to seize the moment is NOW!
​
Diversity winners no longer depend on “tick box” activities. They know this will create a simmering backlash from the talent you wish to recruit and retain, as well as your customers.
​
It’s time to build an organisation that allows everyone to thrive and the NBWN can help you do just that!
Diversity winners no longer depend on “tick box” activities. They know this will create a simmering backlash from the talent you wish to recruit and retain, as well as your customers. Going forward, companies need to accelerate their efforts to elevate the talent of minority women to come at all levels of the pipeline. Working with the NBWN we must come up with bold solutions, policies and initiatives that create new opportunities for entrepreneurship and generates jobs.
​
In addition, partnership should provide a comprehensive approach to realistically working alongside those organisational structures that support the economic empowerment of women in terms of transferable labour market skills, mobility and wealth; not just another tick box exercise.
​
The potential benefit to the UK economy from full representation of BME individuals across the labour market, through improved participation and progression, is estimated to be approx. £24 billion a year.
​
Women should not be defined by
whether they work inside or outside
the home, but by their contribution GDP and role to the economy.
​
The results of the Gender / Race Pay Gap, shows that Diversity initiatives have failed to provide the equality and empowerment improvement essential for women to be part of an inclusive and sustainable society.
​
In fact, women still remain the most undervalued resource in the world. While men continue to dominate the upper echelons of the business world because of their economic position. The workplace culture continues to fail to treat women of colour with the appropriate respect and policies that support them as they strive to struggle to balance the competing demands of work and family obligations. ​
GENDER BLINDNESS IS NOT A DIVERSITY STRATEGY
Women should not be defined by whether they work inside or outside the home, but by their contribution and role to the economy.
CONTACT US
If you want to improve your organisation's DE&I strategy, fill in the form below and a member of our team will be in touch with you very soon.