Future-proof your organisation by being more inclusive, fair and innovative
Organisations that fail to embrace equality, diversity and inclusivity are losing out to those that do.
It has been found that companies in the top quartile of racial/ethnic diversity are 35% more likely to have financial returns above their national industry median.*
Clearly, it is no longer enough to pay lip-service to EDI. Indeed it could be seen that EDI has become competitive as organisations seek to attract the best people by offering an inclusive and dynamic workplace.
It is equally important to ensure your service delivery is also fully inclusive and forward-thinking so that all participants are valued for the contribution they make.
Versiti’s experience and knowledge of EDI, built up over 20 years working with organisations of all sizes, will help you develop robust, workable and dynamic diversity and inclusion strategy.
Talk to us about our in-depth organisational research technology allied to deep strategic insight capability that can help deliver the EDI strategy your organisation can thrive upon.
*Source: McKinsey’s Diversity Matters report, 2014
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Black boys and young black men are under-achieving in education and in the labour market. They are also over-represented in the Criminal Justice System. To tackle these issues, four government departments and a group of 25 third sector experts came together to create the REACH programme.
Macmillan Cancer Support knew that people living with cancer who are from minority groups (either from Black, Asian or minority ethnic (BAME) backgrounds, lesbian, gay, bisexual or transgender (LGBT), or aged 65 and over) tend to have poorer experiences and outcomes in cancer services. However, they lacked evidence and insight to identify specific needs and shape future support.
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