12T $28T
DIVERSITY & INCLUSION:
THE GENDER PAY GAP
When we talk about diversity in the workplace, the meaning goes beyond respecting and valuing all forms of difference in individuals. It is the biproduct fully attracting and recruiting the best talent.
Inclusion is connecting that talent with business needs so that creativity and innovation take place across the group, delivering growth to thrive in a competitive environment driven by a globalised economy.
By delivering diversity and inclusion, an organisation creates an Inclusive Leadership environment to overcome the barriers that prevent the creation of optimum teams across all levels.
A PLEDGE FOR GENDER BALANCE: WOMEN IN FINANCE CHARTER
39.5 % Financial services is highest-paid sector in the UK, but has the widest pay gap, at 39.5%.
93
60
On 8th November 2016, HM Treasury announced that 93 firms across the financial services sector have now signed The Women in Finance Charter.
$12T
At least 60 of these companies have committed to put women into 30% of top jobs, including 15 banks.
$28T
$12 trillion could be added to global GDP by 2025 by advancing women’s equality and an amazing $28 trillion would be added by that date if women were to play an identical role to men in the labour markets.
LET'S THINK TALENT, NOT GENDER
RECRUITMENT
50/50
During recruitment of a workforce, women and men are represented equally in the process
70/30
SENIOR LEADERSHIP During the climb up the hierarchy, men receive significantly more promotions and come to represent 70% of senior roles
EXECUTIVE
80/20
At the executive level, men obtain an overwhelming majority of 80% of these roles.
HOW THE ACRE BENCH CAN HELP
HAMID SENNI Hamid is an Interim Diversity & Inclusion Specialist with particular expertise in designing and delivering programmes for European and international businesses. His professional skill set includes leading diversity audits, executing and implementing projects around the areas of attraction (employer branding) and recruitment, as well as promotion and retention for gender, ethnicity, LGBT and disability. He has strong communication skills and proven experience in executive coaching, mentoring and training. His impressive track record includes working for high profile companies such as BP, Ericsson and KPMG, and he has also consulted at a large number of blue chip companies.
Definitions for Diversity, Inclusion & Inclusive Leadership © Vision Enabler
Take advantage of the flexibility of Acre's Bench Contact Kendelle Tekstar - +44 (0) 207 400 5599 [email protected] www.acre.com/bench
THE GENDER PAY GAP
When we talk about diversity in the workplace, the meaning goes beyond respecting and valuing all forms of difference in individuals. It is the biproduct fully attracting and recruiting the best talent.
Inclusion is connecting that talent with business needs so that creativity and innovation take place across the group, delivering growth to thrive in a competitive environment driven by a globalised economy.
By delivering diversity and inclusion, an organisation creates an Inclusive Leadership environment to overcome the barriers that prevent the creation of optimum teams across all levels.
A PLEDGE FOR GENDER BALANCE: WOMEN IN FINANCE CHARTER
39.5 % Financial services is highest-paid sector in the UK, but has the widest pay gap, at 39.5%.
93
60
On 8th November 2016, HM Treasury announced that 93 firms across the financial services sector have now signed The Women in Finance Charter.
$12T
At least 60 of these companies have committed to put women into 30% of top jobs, including 15 banks.
$28T
$12 trillion could be added to global GDP by 2025 by advancing women’s equality and an amazing $28 trillion would be added by that date if women were to play an identical role to men in the labour markets.
LET'S THINK TALENT, NOT GENDER
RECRUITMENT
50/50
During recruitment of a workforce, women and men are represented equally in the process
70/30
SENIOR LEADERSHIP During the climb up the hierarchy, men receive significantly more promotions and come to represent 70% of senior roles
EXECUTIVE
80/20
At the executive level, men obtain an overwhelming majority of 80% of these roles.
HOW THE ACRE BENCH CAN HELP
HAMID SENNI Hamid is an Interim Diversity & Inclusion Specialist with particular expertise in designing and delivering programmes for European and international businesses. His professional skill set includes leading diversity audits, executing and implementing projects around the areas of attraction (employer branding) and recruitment, as well as promotion and retention for gender, ethnicity, LGBT and disability. He has strong communication skills and proven experience in executive coaching, mentoring and training. His impressive track record includes working for high profile companies such as BP, Ericsson and KPMG, and he has also consulted at a large number of blue chip companies.
Definitions for Diversity, Inclusion & Inclusive Leadership © Vision Enabler
Take advantage of the flexibility of Acre's Bench Contact Kendelle Tekstar - +44 (0) 207 400 5599 [email protected] www.acre.com/bench
