The 3 reasons why ED&I isn't at the top of your company's agenda.
ED&I is a growing theory, practice and industry. Since 2014, the investment in ED&I has risen by 32% and the whole industry is estimated at $ 7 billion, despite the stats being stagnant over the last ten years. There is still a handful of diverse (different from the majority) candidates in senior positions with significant decision-making power.
Businesses with equitable, diverse and inclusive working cultures are 33% more likely to outperform their competitors (Forbes) and 87% more likely to make better decisions (Harvard Business Review). However, there is still a need to build business cases to justify ED&I strategies in the workplace.
However, the challenges are ever-increasing, and the change (and investment) is slowing down. Having understood these concepts through lived and earned experience, I realise that many are asked to support the initiatives but lack the confidence, career knowledge and community to make the decisions.
What are the 3 reasons why ED&I isn't at the top of your company's agenda?
(based on our experience after delivering more than 20,000 hours of training).
Investment from Senior management - is allocated towards "quick & tangible" outputs such as conference space, CEO breakfast meetings & merchandise as it has a "faster" ROI.
Colleagues are afraid to start the conversation - as it may make them "look bad" or "un-woke", especially if they identify as the majority.
Less than 50% understand - the definitions & concepts associated with ED&I.
That is why we decided to create this newsletter for ED&I advocates, specialists and decision-makers to keep building on your knowledge on ED&I topics through resources, round tables and tools that you can share with your colleagues and others within your organisation.
Sonya Barlow
CEO & Founder of LMF Network
Building the careers & confidence of 25,000 women globally by 2025.