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Recognise that change would be desirable but do not have a detailed understanding of the benefits, importance or implications of diversity and inclusion

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Recognise that change would be desirable but do not have a detailed understanding of the benefits, importance or implications of diversity and inclusion

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Do not perceive that the lack of diversity is a problem and therefore don't recognise the need for change

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Do not perceive that the lack of diversity is a problem and therefore don't recognise the need for change

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Based on a survey of 245 global organizations and more than 70 client interviews, the new four-level maturity model describes the evolution of diversity and inclusion and what companies should do to move from a compliance emphasis to a strategic focus in order to create a truly inclusive culture.

The research reveals that organizations with inclusive cultures are:

Six times more likely to be innovative

Six times more likely to anticipate change and respond effectively

Twice as likely to meet or exceed financial targets

Despite the demonstrated benefits of embracing an inclusive culture, the research also indicates that only 12 percent of organizations around the world have reached full maturity.

To begin to achieve maturity, organizations should talk about diversity and inclusion as a critical component of the organization's business strategy through both formal communications and reporting relationships, according to the research.

This diversity and inclusion maturity model shows that the most effective way to achieve significant gains is through leadership ownership, strategic measurement, and a culture of accountability for inclusion that is driven from top to bottom.

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The Deloitte Diversity and Inclusion Model - Triangle DEI Alliance

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Based on a survey of 245 global organizations and more than 70 client interviews, the new four-level maturity model describes the evolution of diversity and inclusion and what companies should do to move from a compliance emphasis to a strategic focus in order to create a truly inclusive culture.

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Not in favour of a more diverse sector. Believes the current status quo is optimal and that more diversity will have a negative  impact.  

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Not in favour of a more diverse sector. Believes the current status quo is optimal and that more diversity will have a negative  impact.  

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Not taking action as do not feel able, empowered or motivated drive any change 

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Not taking action as do not feel able, empowered or motivated drive any change 

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Not taking action as do not realise it is required

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Not taking action as do not realise it is required

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Have a good understanding of both the challenges and benefits of diversity & inclusion

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Have a good understanding of both the challenges and benefits of diversity & inclusion

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Diversity & inclusion is sometimes a consideration when carrying out our work, interacting with others or making decisions

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Diversity & inclusion is sometimes a consideration when carrying out our work, interacting with others or making decisions

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Diversity and inclusion is a core value and accountability sits with everyone, not just HR

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Diversity and inclusion is a core value and accountability sits with everyone, not just HR

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Diversity and inclusion is  integrated into our stratgy, culture & business model 

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Diversity and inclusion is  integrated into our stratgy, culture & business model 

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e.g. Well defined diversity strategy, Using The Diversity Canvas, Employee resource groups, diversity champions, ongoing diversity initiatives

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What about as individuals?
Where do we want to be?
What can we do to progress?

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Recognise that the sector needs to move forward together and we need to collaborate to drive change

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Recognise that the sector needs to move forward together and we need to collaborate to drive change

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Influencing and supporting others to raise awareness & drive change

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Influencing and supporting others to raise awareness & drive change

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How much does this vary between senior management and staff on the ground?

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How much does this vary between senior management and staff on the ground?

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Where do we have differing perspectives?

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We understand that there is a diversity problem.

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We understand that there is a diversity problem.

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We understand the benefits of diversity and the importance of inclusion.

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We understand the benefits of diversity and the importance of inclusion.

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We understand that meritocracy is a myth and the importance of equity.

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We understand that meritocracy is a myth and the importance of equity.

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We understand it is not just a pipeline problem.

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We understand it is not just a pipeline problem.

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We understand the full talent pipeline and what can be done at each stage.