ACHIEVE EQUITY, THROUGH DIVERSITY AND INCLUSION

A lack of equity, diversity and inclusion is one of the major barriers to opportunity.

Diversity matters. The research is clear that more diverse companies make better decisions because they have a wider perspective and avoid groupthink. The work of the Hampton-Alexander Review has been pivotal in opening up more opportunities in the most senior roles for women. The Parker Review has a similar focus on ethnic minorities. But there is a long way to go. It is wholly unacceptable that in today’s Britain there is not a single black person in the role of CEO or CFO of a FTSE 100 business.

Diversity extends beyond gender and ethnicity to sexuality, disability and other challenges that can lead to disadvantage. When we look across the leadership roles in business, the judiciary, government and politics, there is a continued skew towards those from the most privileged backgrounds. Britain will not succeed unless and until its leadership roles, wherever they are found in our society, better reflect the wider society at large. We are a diverse country and it is long overdue that we now reap the rewards of that diversity and see our diverse talent base thrive.

Measures:

• Number of FTSE 350 meeting Hampton Alexander 33% target (Hampton Alexander Review)

• Gender Pay Gap within companies (Gender Pay Gap Reports, UK Government)

• Number of FTSE 350 companies with more than one Director who is a person of colour. 

• Ethnic Minority Pay Gap 

These measures have been developed by the Purpose Coalition and in consultation with the Office for National Statistics.