Updated: Jun 11, 2020
Talent is the lifeblood of progressive, successful organisations. The importance of diversity and inclusion across the leadership talent cannot be understated.
It helps to establish, and advance, the development of innovative products and services through enhanced creativity and the diversity of ideas and experience.
Developing diverse and inclusive companies is paramount for securing a range of business benefits that enhance productivity, motivation and a range of other positives.
Talent Acquisition leaders understand the need to attract highly talented candidates to enable best in class results.
Countless studies show that increased diversity, at both team and leadership level, mean better business results.
In the UK, latest figures show that of a Black and Ethnic total population percentage of 14%, only 6% of top management positions are held by individuals from this group. There are only 6 Black or ethnic CEO's across the FTSE 100 index of leading companies.
Similarly, women represented only 7 positions at CEO level across the FTSE 100 index, as at June 2018.
Reports suggest that diversity is lacking within the senior leadership levels of UK corporate organisations. This is incongruous, with the fact that the talent pipeline suggests that there are indeed, suitable candidates, across industries, that can readily fill these positions.
There is no doubt that there remains, either a lack of understanding, at best, or an unwillingness, at worst, to create meaningfully diverse leadership.
Is Diverse Leadership Really Seen as a 'Must Have'?
In common with society in general, businesses face challenges with diversity and inclusion. The issues of inequality and lack of representation can only be addressed through sustainable means, if leaders are able to take a broad point of view on diversity.
Diversity and inclusion is part of the frameworks of business growth and leadership development.
It is an essential part of people and leadership development, helping to align success with creativity and innovation.
Essentially, it is a component of the 'best for business' philosophy. It is part of the core values that support staff teams, customers and clients.
It is part of the agenda for producing talented, competent and confident leadership, that is able to use its diversity to enhance business results.
Piecemeal activities cannot be allowed to allude towards diversity, whilst evading meaningful and actual and meaningful representation in business.