Should people be treated the same?

We did a survey in recent months which found only 12% of you said yes.

A whopping 88% agreed that there are instances where a one-size-fits-all approach just doesn't cut it. And you know what? I'm with the 88%, because let's face it, we're all different in our unique and wonderful ways.

But here's the real kicker: how do we navigate this diversity fairly?

It's a topic that's been swirling in my mind and the answer is in the E (Equity) of DEI (Diversity, Equity & Inclusion).

Let's break it down, shall we?

1. Board Diversity: According to recent reports, women make up only 34.9% of board members in FTSE 100 companies. Achieving equity in leadership positions is crucial for fostering diversity of thought and decision-making.

2. Ethnic Diversity: The corporate world in the UK also faces challenges in achieving ethnic diversity at all levels. Many companies are working to implement equity-driven policies to address these disparities and create inclusive workplaces.

3. Access to Opportunities: Not everyone has the same access to opportunities in the corporate world. Achieving equity means providing equal access to training, mentorship, and career advancement for all employees.

So, there you have it, folks. Embracing equity over strict equality can make a significant difference in addressing these corporate disparities and building a more inclusive and just workplace.

As a recruitment partner to many household names within professional services, we help organisations bring a level of equity to the recruitment and retention policies. We're always happy to do a review with businesses to see how they can elevate their strategies when it comes to DE&I.

Let's continue this conversation and work together to create a corporate landscape where differences are celebrated, and opportunities are accessible to all.

Martin

Co-Founder