By Andrea Derler, Principal, Researcher and Customer Value at Visier
In 2020, the Black Lives Matter (BLM) movement shook the world when tens of millions took to the streets to protest the unlawful killing of George Floyd by a US police officer. Its impact has been felt far and wide, shining a spotlight on the issue of workplace diversity across all organisations and industries and sending a loud and clear message: collectively, we must do better.
There’s a global conversation to be had around racial discrimination and better inclusion policies. But talking about it is not enough. Organisations need to practice what they preach.
Whether it’s hiring dedicated diversity and inclusion officers or running sessions that identify some of the biggest diversity hurdles, businesses have started to respond to the traction gained by these landmark events. But most importantly, many are turning what once were theoretical conversations into tangible actions to make a change. And, what’s more, this should not just be happening at the management and senior levels. But, at the entry level apprenticeship position point too in order to future proof a diverse workforce for the future.
Beyond following a personal moral compass, companies are taking action to support workplace diversity as there is a clear business case for doing so.
There are reams of studies that point to similar conclusions, including a comprehensive review of more than 1,000 companies spread across 15 countries by McKinsey.
This study shows compelling findings relating to both gender, ethnic and cultural diversity to business success. For example, businesses in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the fourth quartile. Strikingly, McKinsey concludes that a 48% performance differential separates the most from the least gender diverse companies.
In terms of ethnic and cultural diversity, top-quartile companies outperformed their least diverse counterparts by more than a third.
The societal and performance benefits generated by diverse workforces are clear, and it is certainly promising to see organisations of all kinds working towards greater equity and inclusion in their workplaces.
However, we also need to ensure that DEI strategies are designed to consider those just starting out in their careers to offer equal opportunities to all.
This means paying serious attention to the talent acquisition process – in particular, the development of fact-based strategies to eliminate diversity bias and improve diversity hiring within the funnel.
National Apprenticeship Week is another important milestone in our corporate calendars. Now in its 15th iteration, the series of events brings together businesses and apprentices across the UK to shine a light on the positive impact that apprenticeships make to individuals, businesses and the wider economy.
We’re a big believer in apprenticeships, and it is here where companies should begin improving their diversity hiring strategies.
There are various methods and approaches that can be adopted, yet leveraging the power of data and people analytics is key.
Firstly, employers should identify the source of their diversity gaps. Analytics can offer insight into the makeup of your workforce and examine headcount through key diversity metrics such as age, gender, race, and more. Such analysis could, for example, reveal that your organisation needs a greater number of female management apprentices.
Analytics can also help to ensure ongoing diversity in the hiring pipeline by keeping track of diversity ratios. This can be particularly valuable in situations where recruiters are under pressure to make quick appointments and may forget to add diversity into the funnel – here, well-deployed data analytics will flag occasions when hiring processes lose diverse candidates.
Another step companies can take is to properly match interviewers to candidates. For instance, try matching a female interviewer to female apprentice candidates and see whether it improves your hiring rates. Once again, data analytics can help to track the progress of such initiatives and may justify rolling out such an approach for all types of roles in your organisation.
Information on how long employees stay at the company, how they perform, and how soon they receive promotions can tell you a lot about the success of your diverse hires. Indeed, by connecting pre-hire and post-hire data systems, you can reveal all kinds of useful paradigms that can shape recruitment processes and help identify the best possible and diverse candidates.
This is all part of the holistic approach to diversity recruiting. By making effective use of quality data throughout every stage of the process – from candidate, to applicant, to new hire – companies will be far better placed to enjoy the benefits of a high quality, diversified entry-level workforce.
Andrea is an experienced, published, researcher of human capital practices specialising in organisational change & transformation, talent and leadership development, performance management, DEIB, and organisational growth mindset. Prior to Visier, Andrea led research teams at the NeuroLeadership Institute and Bersin by Deloitte LLP. Andrea loves sports, coffee and Nordic mysteries.
March
28marAll DayOne Tech World 2025 | WeAreTechWomen’s Virtual Conference For Women In Tech
28/03/2025 All Day(GMT+00:00)
For over nine years, WeAreTechWomen has proudly championed women in tech through their renowned conferences and events. Since 2020, over
On March 28, 2025, we’re excited to deliver our sixth global virtual learning experience on our advanced conferencing platform.
This year’s conference will be a dynamic space for exploring emerging technologies and disruptive trends across the industry—and thanks to the support of our exceptional sponsors, attendance will be entirely FREE.
We’re committed to broadening the view of technology’s future for both current and aspiring women in tech. By highlighting the industry’s future and encouraging women from all backgrounds to consider tech careers, we aim to foster inclusivity—crucial for creating products and systems that reflect and serve everyone.
While our conference can’t resolve gender parity overnight, it acts as a powerful catalyst for change. One Tech World empowers attendees to explore global tech advancements, gain essential insights, and build the skills and networks necessary for the evolving tech landscape.
Join globally renowned speakers and an inspiring group of TechWomen100 award alumni as they share invaluable insights in our interactive sessions spanning a wide range of technology topics. Beyond thought-provoking presentations, we’ll host career development panels, engaging fireside chats, and robust networking opportunities through live chat rooms.
Our agenda is thoughtfully designed with feedback from our community to ensure it meets their evolving needs. We aim not only to accelerate participants’ careers but to offer a comprehensive view of the tech landscape and its influence on the future of work.
Free
01apr09:3012:30Dementia and the Workplace: A Guide for HR and Workplace Leaders
01/04/2025 09:30 - 12:30(GMT+00:00)
Radyr Golf Club
Drysgol Road, Radyr, CF15 8BS
Learn how HR can support employees with dementia by fostering inclusive policies, raising awareness and creating a strengths-based culture.
With rising retirement ages and a growing number of younger people diagnosed with dementia (over 71,000 under 65), it’s vital for HR professionals to increase awareness and understanding of dementia in the workplace. This session will explore how dementia can affect individuals differently and provide practical strategies for offering meaningful support at work.
Younger employees with dementia may face unique challenges, such as balancing caregiving responsibilities or raising children alongside their diagnosis. Navigating workplace systems can be overwhelming for them, but with the right policies and approaches, you can make a difference.
At this session, we’ll challenge outdated perceptions of dementia and focus on how HR leaders can foster inclusive, strengths-based environments that empower individuals at every stage of their journey.
This session is designed for HR professionals, managers, occupational health teams, and anyone responsible for employee wellbeing. If you’re keen to create a workplace culture that truly supports colleagues with dementia, this is for you.
We are part of Platfform, the mental health and social change charity with over 30 years experience. Effro is Platfform’s dementia support project which supports people living with dementia to lead fulfilling lives based on sensory experiences and activities that spark real joy.
Many dementia charities and organisations only focus on the practical or medical needs of the people they work with. At Effro, we believe there’s more that can be done; that recognising the needs, preferences and individuality of each person creates opportunities for a better life.
Through this approach, we work with people to explore the things that interest them, that bring fascination or excitement, and that add to a life joyfully lived.
The work we do with people living with dementia includes activity sessions in any residential setting, one-to-one support, liaison and guidance, and new ways and ideas to reignite passions and stir positive memories.
Rhian Pitt
Rhian has been co-producing, developing, and delivering workshops with Effro since the training team was formed in 2021. With nearly 15 years of experience in teaching and training, she also brings personal connections to dementia, remaining mindful of the topic’s sensitive nature.
Rhadyr Golf Club, Drysgol Road, Cardiff CF15 8BS
www.radyrgolf.co.uk
Light refreshments are included
*This event may include an external speaker who has prepared their own presentation. Any views or opinions expressed by the speaker are their own and do not reflect those of the CIPD.
01apr10:0013:00Women in Business: CoWorking & Connections | Milton Keynes Accelerator
01/04/2025 10:00 - 13:00(GMT+00:00)
NatWest Milton Keynes (C:MK shopping centre, door 14)
Midsummer Boulevard 164 Midsummer Arcade Milton Keynes MK9 3BB
Bringing female founders together to cowork in our accelerator events space on a monthly basis; informal connectivity and network expansion. As longstanding
As longstanding supporters of Women in Business we understand the various challenges that women might face when setting up or running their business, and our goal is to make a positive difference to women in business across the UK through our Business Builder and Accelerator programme and our Women in Business Specialists who provide tailored support for women looking to start up and grow their business, no matter what their size or sector.
As the largest supporter of UK businesses, we champion anyone starting or growing a business, with a specific focus on women and those from ethnic minority communities.
NatWest is a business that understands when customers and people succeed, communities succeed, and the economy thrives. As part of our purpose, we are looking at how we can drive change for our communities in enterprise, learning and climate. As one of the leading supporters of UK business, we are prioritising enterprise as a force of change. This includes focusing on the people and communities who have traditionally faced the highest barriers to entry and figuring out ways to remove these. Learning is also key to their continued growth as a company in an ever changing and increasingly digital world.
Detailed research found that the biggest opportunities to help female entrepreneurs fell into three areas:
1. Increasing the Funding directed towards them.
2. Greater family care support
3. Relatable and accessible mentors and networks.
Yet, despite more women setting up and scaling up in business the disparity between men and women starting businesses remains and the latest research shows that women in business are still not getting their fair share of funding.
Join us to cowork and network; the kettles on.
Bring your laptop or device to get some work done, we’ll provide the wifi and the biscuits!