Results by Dimension
Below are more detailed results from the study, organised according to the four-dimension framework developed. Diving deeper within each dimension, the demographics of ‘Ethnicity’ and ‘Gender’ are explored in more detail along with other relevant demographics to the dimensions. A compilation of the heatmaps for all demographics is available for reference under the section titled ‘Annexure’ towards the end of the report.
Ownership is the second highest scoring dimension in the study (3.96 out of 5), with respondents indicating a relatively high level of personal and organisational awareness and ownership of DEI issues. Across the surveyed population, the difference in DEI scores between female and male respondents is the least in this dimension. Although male respondents account for less than 25% of the population, on average they appear moderately pleased with DEI in the industry across various dimensions and demographics. Conversely, despite significant female representation, especially in managerial and board positions, the female respondents rated their DEI experience lower than males indicating that the industry may require more support and interventions in adopting and sustaining DEI in the industry. Supporting data trends emerging from the study: More than 75% of study population identifies as female. Additionally, women are also well represented in managerial and senior roles (61% of the respondent population in the job grades: ‘ Senior Management ’ and ‘ Board ’ ). Nevertheless, there is a high level of dissatisfaction from this demographic when compared to their male counterparts (21%). Furthermore, in the other 3 dimensions, men consistently rated their DEI experience higher than their female colleagues: Sustaining Change (6% higher), Delivering Change (7% higher), Accountability and Power of Influence (7% higher).
1.1. Ownership and Ethnicity
In any study focusing on DEI, understanding its impact on various ethnic groups is essential. When diving into the results for the four dimensions based on ethnicity, the heatmap displays a blue gradient indicating varying levels of satisfaction for the DEI experience in the industry. (See Figure 1a). Upon closer inspection, respondents who identified as White gave higher scores compared to respondents who identified as Black and who gave lower scores across all dimensions. Research suggests that the population which identifies as Black continues to face obstacles to advancement on all levels starting from shop floors to C-Suite settings, when compared to other minorities and white women (9). 2022 EIC Equity Benchmarking Study 19
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