4.1. Sustaining Change – Ethnicity and Company Size
A comparison of ethnicity and organisation size reveals that the group identified as ethnically multiracial (4%) in the study gave the lowest scores for sustaining change. This group rates their DEI experience 11% lower than the study average and 24% lower than their ethnically White colleagues.
Figure 4a: Ethnicity with Organisation Size
This is particularly lower in larger organisations suggesting that minority groups not only have limitations in representation, but also find it more difficult to sustain change through day-to-day decisions in the industry. This could be attributed to insufficient encouragement or lack of opportunities for such minority groups with different experiences, ideas and opinions to speak up.
4.2. Sustaining Change – Ethnicity and Job Grade
There is an obvious trend noticed where the same ethnic group has different DEI perceptions depending on their job grade. Study respondents who identified as White in senior management and board levels (44%) rate the DEI experience 13% higher than respondents who identified as Black in mid-management. This is evident in Figure 4b, where respondents who identified as White in senior management and board levels have more darker blue hues (i.e., gave higher scores) compared to the same demographic in mid-management who denote a lighter blue tone (i.e., provided lower scores) on this dimension.
Figure 4b: Ethnicity with Job Grade
2022 EIC Equity Benchmarking Study
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