What works? Evidence based actions

Government Equalities Office and the Behavourial Insights Team have produced a very helpful guide to help employers better understand their pay gap

Below is a detailed summary of the 2021 Act Now Report recommendations. 1. Model and incentivize inclusive leadership. ACTION 1. Increase your personal DEI expertise. 1.1. Allyship is not a state; it’s an ongoing action. Make time for the personal reflection and engagement that sustains allyship. 1.2. Interact personally and on an ongoing basis with employees from underrepresented groups and Employee Resource Groups (ERGs). 1.3. Model a growth mindset. 1.4. Disrupt everyday biases that subtly but repeatedly harm people from underrepresented groups. 1.5. Give personal signals that you’re an inclusive leader. ACTION 2. Establish DEI as a business imperative. 2.1. Include DEI as a core company value and annual priority. Ensure each C-suite leader’s business plan has DEI objectives on representation, culture, and, where applicable, product. 2.2. Elevate the role of Chief Diversity Officer (CDO) to ensure they have adequate authority, training, and resources to influence the C-suite. 2.3. Apply the same risk tolerance to DEI as to product innovation. 2.4. Devote part of one board meeting and, ideally, part of one quarterly earnings call to DEI challenges and progress. 2.5. Prioritize DEI in your company’s spending strategy through intentional partner, vendor, and supplier diversity policies.