At the end of 2023, we surveyed over 1,200 digital and marketing professionals in our Annual...
At the end of 2023, we surveyed over 1,200 digital and marketing professionals in our Annual Pay & Hiring Survey. This survey asked for employees' opinions of their compensation package, working practices and diversity, equity and inclusion (DE&I) policies.
Using this data, we have identified trends across the feelings of female and Black, Asian and Mixed Ethnicity employees. The key takeaway for employers being that these minority groups are most likely to search for a new role in 2024. Our report shows that this is because they are more likely to be underpaid and under-represented in their role.
While the majority of business leaders recognise DE&I as a priority, our findings reveals a clear need to evaluate initiatives to improve retention of people from underrepresented backgrounds. This report looks at some of the ways businesses can become more aligned on DE&I and improve diversity in the workforce.
"In 2024, the majority of businesses understand the importance of diversity, equity & inclusion and have taken action to improve their organisation in each area. However, there is still a long way to go before meaningful impact is seen.
In fact, with inflationary pressures and a cost of living crisis, we’ve noticed that DE&I has dropped down the list of priorities for a number of business. But, in our opinion, it certainly hasn’t diminished as an area that businesses should focus time and effort on."
Charlie Rawstron, Founder of 3Search
When building diverse teams, retention directly impacts attraction. Our data has revealed that people from underrepresented backgrounds are looking to leave their current roles. So, organisations should make creating a more inclusive workplace a priority.
Losing the diverse talent that are already a part of the business will make hiring processes more difficult. Nobody wants to work in an organisation that they feel isolated in.
In our report, we have included some ideas of how to attract more women into senior roles. We have also explored some ways that businesses can improve retention rates of female employees so they progress their career within your organisation.
Within the report, we have included some suggestions for how to decrease your gender and ethnicity pay gaps. Pay gap reporting and salary benchmarking, for instance, is particularly useful to expose unconscious biases.
An inclusive and safe company culture is crucial to business productivity and employee satisfaction. Ella McCann-Tomlin, Founder of Ardent, a diversity, equity and inclusion consultancy, shares some of the ways that businesses can improve their company culture in the report.
Our survey data reveals a significant disconnect between business leaders, line managers, and employees regarding the effectiveness of DE&I policies. Some examples of this gap includes:
Ella McCann-Tomlin also commented on this topic, sharing "I've rarely worked with a client who doesn't have some kind of perception gap between what the leadership team tells me and what we find out in the data gathering."
A large part of Ella's role is to support businesses with their communication around diversity in the workplace, helping business leaders to create more effective action plans. She delves into some of the ways that teams can become more aligned in our report.
This report highlights the importance of creating strong talent strategies in 2024. For more support with your attraction and retention strategies, get in touch with the team!
Continue exploring the topic of diversity in marketing and digital by exploring our knowledge hub linked below:
