Key Insights & Recommendations
Next step to achieve greater global diversity in respondents and participants is to consider adopting a more localised approach to Task Force Initiatives. • A Segmented Strategy. With participation rates and sentiment around DEI differing from region to region and country to country, a more localised and regional focus on equity should be considered. • Simplify Foundational Categories. Synthesise and break down the four-dimensional areas to two, helping to focus regional strategies, resources, and benchmarking initiatives in the future. • 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. • 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 localized accountability. • Career Development & Talent Attraction. Develop and communicate programmes that promote mentorship, career advancement, entrepreneurship, and talent attraction. • Future Measurement & Survey Design. Given the results of the inaugural benchmarking and sentiment study, the EIC’s Equity Task Force can continue to measure sentiment, awareness, and adoption of Equity Acceleration Plan initiatives and focus its measurement specifically to two foundational dimensions: Ownership and Accountability & Power of Influence.
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