What’s Next
Simplify Foundational Categories Synthesise and break down the four-dimensional areas into two, helping to focus regional strategies, resources, and benchmarking initiatives in the future. From the four foundational dimensions, the two that appear to need the most attention following this study are:
Accountability & Power of Influence Is my organisation and leadership working to improve DEI? How are we engaging and tracking/ measuring improvements?
Ownership Do I understand DEI issues and act accordingly?
Implement Consistent Organisational Communications Socialising EIC Equity Task Force initiatives through effective and clear organisational communications is important to encourage engagement, increase participation, and help build a culture of intent around DEI. It is important that at the global organisational level, the EIC Equity Task Force and the Equity Acceleration Plan work to remove any potential element of
non-participation due to fear or retaliation. Building trust is key. DEI Resources & Training
Globally, DEI resources and training will allow individuals who participate, regardless of position, type of employment, ethnicity, or location an opportunity to understand how equity, diversity, and inclusion education pertains to them, and what
actions can be developed, and measured to ensure more localised accountability. On further review, resources and focus areas could reflect three distinctive needs:
• A focus on collective DEI education and resource-building, especially for large organisations, where limitations in representation are evident and where multiracial individuals find it more difficult to sustain change through their influence or decisions in the industry. • A focus on systemic racism and unconscious bias for multi-ethnic/racial markets, including the United States. • A focus on homogenous cultures and markets where diversity, equity and inclusion may be less about racial differences, but instead on gender, class, sexuality, religion, and/or ethnicity. The vital role of ‘Allyship’ Leaders and people across organisations are now more aware of DEI issues and keener to play an active role to help their marginalised colleagues advance rather than expect any single function (such as human resources or a DEI committee) to make all the difference. To be co-creators of transformative DEI change in the industry, everyone must educate themselves about racism, be more cognisant of privilege, take responsibility for their own behaviours, and receive feedback from people in underrepresented groups. In other words, each one of us must ‘be an ally’.
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