March 2022

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.

01

Gender

02

Race And Ethnicity

03

Sexual Orientation

04

Disability

05

Age And Generation

06

Religion or Belief

07

Nationality

08

Socio-Economic Status

09

Mental Health

10

Parenthood

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

Mental Health

85%

Religion

77%

Parenthood

69%

Nationality

68%

Disability

62%

Ethnicity

58%

Socio-Economics Status

53%

Age

51%

Sexual Orientation

49%

Note: See Appendix in the UK Report for index score calculation.

01

Gender

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.

02

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%).

03

SEXUAL ORIENTATION

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.

04

DISABILITY

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%).

05

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.

06

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%).

07

NATIONALITY

Three-quarters (76%)

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.

08

SOCIO-ECONOMIC STATUS

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.

09

MENTAL HEALTH

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%).

10

PARENTHOOD

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%).

Recomendations

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.

Our Experts

LEILA MCKENZIE-DELIS

CEO of Dial Global, Founder of the McKenzie-Delis Foundation

BINA MEHTA

Co-Chair of the McKenzie-Delis Review and Chair of KPMG UK

LORD SIMON WOOLLEY CBE

Co-Chair of the McKenzie-Delis Review and Principal at Homerton College, Cambridge University

To Get the Full Picture

Our Experts

Inclusion