Companies with the highest gender and ethnic-cultural diversity are 50% MORE likely to achieve above-average profitability. Although internationally the UK is comparatively more racially diverse in terms of diverse senior-leadership teams, it remains low level with 78% of companies who fail to reflect the demographic composition of the country’s labour force and population*.
We hold a vision that education, awareness, and collaboration will formulate development pathways for all strands of a workforce irrelevant of their job role, race, gender, sexual orientation, disability, marital status, belief, or socioeconomic background.
The NTIA realises there is much work to be done, as the case for diversity becomes more compelling in the current environment, but we want to bridge this gap. (*Mckinsey report, Why Diversity Matters, 2015)
- Lack of transparency around processes to support the development of senior diverse talent.
- Lack of diversity at entry-level for music businesses and events roles.
- Companies across the hospitality sector do not employ a diverse workforce from entry-level through to management with opportunities to Board level.