Deloitte Human Capital Trends 2017 – Diversity and inclusion: The reality gap

The era of diversity as a “check the box” initiative owned by HR is over. CEOs must take ownership and drive accountability among leaders at all levels to close the gap between what is said and actual impact. In this year’s survey, the proportion of executives who cited inclusion as a top pri­ority has risen by 32 percent compared with our 2014 survey. Yet, 40 percent of companies in Luxembourg still do not have a diversity and inclusion strategy.

What should you be focused on?

 • Ensure that top leadership understands the importance of diversity – build a consensus at the organisation’s highest level

 • Use technology and data to identify problems and measure progress – tools to anonymize resumes and help training managers remove bias should become part of the diversity effort

 • Move beyond HR – diversity and inclusion must be practiced by everyone and owned by all line leaders

 • Consider global differences – the specific challenges for diversity and inclusion will likely vary widely from region to region, and employees’ interests and concerns in different regions will likely differ as well

Old models of diversity and inclusion are undergoing change, and this trend is expected to accelerate. As employee demands shift and diversity receives greater attention globally, the private sector’s responsibilities will continue to grow. As the large Baby Boomer population ages, the need to broaden the focus on diversity and inclusion to account for the elderly in the workplace will increase. In inclusive organisations, the way people operate will shift, and the everyday language of the business will change.

Look for our next article discussing the future of work and how its nature is changing.

Should you wish to have more information on the Human Capital trends do not hesitate to contact Karine Pontet, Director Operations Excellence and Human Capital Advisory (kpontet@deloitte.lu).

By Deloitte Luxembourg