Uk Research Report
In Association with Ipsos
Through this important study, we are working to make UK businesses understand exactly what the barriers in the way of diversity are, what they can do about it, and hold them accountable to change.
The McKenzie Delis Packer Review is a groundbreaking report on diversity and inclusion in the UK workplace. While the D&I agenda has long been a high priority in the UK, until this point there has not been a comprehensive review of how the country’s largest employers are addressing and prioritising their efforts across the ten facets of workplace diversity and inclusion – Ethnicity, Gender, Age, Nationality, Mental Health, Sexual Orientation, Socioeconomic Status, Disability & Neurodiversity, Religion, Parenthood.
Race And Ethnicity
Age And Generation
Religion or Belief
Mckenzie-Delis Review on Diversity and Inclusion is the most comprehensive review of corporate practices against the 10 facets of workplace diversity and inclusion.
Key Findings from Participating Organisations are:
Index Scores of Facets - Uk
Note: See Appendix in the UK Report for index score calculation.
Three In four (76%)
Participating UK companies say they specify gender diversity in leadership succession planning (76%) and seven in ten track progress towards it (72%). Yet only one in five (19%) have at least 50% female representation on their senior leadership team.
Race And Ethnicity
Two in five (42%)
Participating UK companies say they have no ethnic minority representation on their Leadership tea to data (42%). However, two m thirds of participating UK companies Include ethnic diversity in leadership succession planning (67%) and six in ten have stated initiatives against this (61%).
Only one quarter (27%)
of participating UK companies have LGErrQ+ representation on their leadership team (27%) and only 39% have approved an Leffrp+ strategy in the past 12 months.
One in three (34%)
participating UK companies are actively looking to increase the number of disabled staff (34%). Almost all offer workplace adjustments (97%) and nine in ten have dedicated employee assistance lines (91%).
AGE AND GENERATION
Three in five (61%)
have a specific place to reduce age bias in recruitment (61%), but only 15% have ‘training geared toward older workers and a further 15% have a peer support network.
RELIGION OR BELIEF
Religious tolerance is high (90%)
with near-unlversal agreement (90%) that companies allow employees to wear religious symbols and clothing (90%), allow them to take time off
for religious holidays and holy days (88%) and allow free discussions about religion and belief in the workplace (85%).
promote the benefits of a culturally diverse workforce (76%) and two in three (64%) offer inclusivity cuining on how to work in a lturally diverse workplace.
Three in five (61%)
participating companies say they have specific outreach programmes to -target candidates from lower performing schools or socio¬economic backgrounds (61%). However, only 21 % collect and monitor data on the socio-economic background of their workforce.
Four in five (82%)
have a mental health strategy in place (82%), which often includes accessto quality health care (93%) and mental health training (81%).
Three in four (76%)
companies offer an uplift on statutory maternity pay (76%), dropping to 64% for paternity and 60% for adoption pay. About half say their line managers get -training on how to support expecting or new parents (52%), and slightly fewer have formal support programs for employees returning from parental leave (48%).
There are many solutions to tackle the issues; however to succeed they need to be applied broadly and driven through with passion, process and persistence. For each facet, we have collated best practice actions from our participating organisations, research partners and our review committee on how organisations can continue to move the dial on diversity and inclusion.