Читать книгу Diversity and Inclusion Matters - Jason R. Thompson - Страница 18

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Matching audio with video is part of the landscape for change to achieve your DE&I goals. It means that the verbal commitments a company makes must be in sync with the company's actions. Words alone aren't enough; they need to be followed up with a financial commitment. An article on the McKinsey & Company website titled “It's a start: Fortune 1000 companies commit $66 billion to racial-equity initiatives”¹ shows that there are now major financial commitments to align with the statements to advance racial equity. This is a great start and points to much-needed change.

As a result of the growing importance of DE&I, the number of job postings for DE&I positions continue to rise globally. As Figure 1.1 shows, the United Kingdom saw an incredible increase of 106% from 2018 to 2019.²

Even more recently, CNBC reported an even greater demand for these positions in the United States, stating, “Demand is rising for chief diversity officers across the U.S., with job postings for diversity and inclusion roles on Glassdoor up 55% since early June 2020 when the conversation around racial tensions – and corporate America's response – took center stage.”³ In early 2021, Bloomberg reported that job postings for chief diversity officers were up 75%.⁴

Figure 1.1 YoY Percent Growth of DE&I Job Postings on Glassdoor.

Source: Redrawn from data from Gilchrist, 2020.

This demand has created an even greater need and urgency for tools, such as the CAPE process. It is a tool you will be able to use for your continued success and benefit from the return on investment that results from it. The upward trend in chief diversity officer position openings is indicative of the importance corporations are putting on the need to be socially responsible and have a diverse workforce.