Women in law
Each year, we see more representation, more women role models, and more organisations turning their words into visible actions. While there is still room for progress, real change is coming.
Research continues to show the positive correlation between a diverse and inclusive workforce, and an organisation’s bottom line. In response, there has been a sharp increase in C-suites giving strategic priority to diversity and inclusion (D&I) challenges, and there has been a significant rise in roles dedicated to it. There has also been a significant increase in the number of initiatives and training sessions aimed not only at increasing minority representation, but also tackling the underlying culture, which frequently prohibits inclusion.
But many times, these initiatives don’t work – and sometimes achieve the opposite of what is intended. It is a sad fact that, despite the substantial number of programmes in place, equality isn’t improving. Or, at least, it isn’t improving at the pace one would hope. So, what elements need to be in place for a D&I initiative to work?
