Last year’s report highlighted some key issues in relation to gender diversity in our business, and led us to examine more closely the underlying reasons for these issues, and what else we could do to address them. For instance, we identified that we do well in hiring a substantial proportion of women for more junior positions, but that we experience a “retention gap” as these women progress, which leads to women being under-represented in more senior roles.
Following the publication of that report, we continued to work hard on our diversity and inclusion initiatives. Many of these have been focused around improving the representation of women at all levels within our business, and engaging more widely within the industry and society to raise awareness of the benefits of diversity and appeal to talented young people of all identities and backgrounds. While positive progress has been made, it is not being made quickly enough. Over the next 12 months we will increase our efforts to bring about the systemic change that we will improve representation and pay equity for the long term.
This year, we have launched our first diversity and inclusion strategy, Valuing Diversity, which sets out our ambition to be “the most inclusive consultancy in our industry”, and how we will achieve that goal. Over the next 5 years we will grow from a practice that recognises the business benefits of diversity, to one for which diversity is a fundamental, valued and embedded component of our culture and identity.