Korn/Ferry International, Futurestep and DCA released The Diversity & Inclusion Study: A Survey of Companies of Australia and New Zealand in July 2013.
The study surveyed more than 100 diversity managers and human resources leaders in Australia and New Zealand to learn the profile of diversity functions within organisations and the professionals leading and implementing diversity strategy.
The survey revealed a lack of strategic engagement, with 81% of respondents believing senior leadership is critical to the success of a diversity and inclusion strategy. However, most senior level managers were only ‘somewhat involved’ or ‘not very involved’. Given the history of workplace diversity, surprisingly 41% of businesses indicated they were at the building foundation stage of their diversity program. A lack of commitment to full-time, experienced diversity leaders was evident, with 60% of respondents having limited or no background in diversity.
Results at a glance:
- 66% of organisations had a designated manager with diversity and inclusion responsibilities
- 62% of diversity managers combine diversity with other responsibilities, usually talent and leadership development and human resources
- Most (54%) report to either the head of HR or head of Talent and Culture, while 14% report to the CEO
- 62% diversity teams have two or less members
- 70% of respondents with diversity responsibilities are female
- 85% of diversity professionals are degree or higher qualified
- 67% have career experience in human resources
- 60% of respondents have none or limited experience in diversity before their current role
- 20% of respondents have 10+ years in a diversity-related discipline and 40% have less than three years’ experience. Men were 10% more likely to have the greatest tenure working in diversity than women
- 44% of respondents had diversity added to their existing responsibilities, 24% were internally hired and 32% were externally hired
- Half of organisations are only at the compliance (eight percent) or foundation (41%) stages of their diversity strategies
- Gender and women in leadership not the top priority for diversity and inclusion strategies as they have been in the past
- Flexibility is the biggest issue for business.