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20th September 2023

Harnessing the power of workforce diversity to drive change

Harnessing the power of DEIB in your workforce

Driving diversity, equity, inclusion, and belonging (DEIB) within your organization builds stronger teams, fosters creativity, improves business growth, and helps attract and retain top talent. In this research, we take a closer look at DEIB change-makers, who are incorporating DEIB strategies and how other organizations can follow in their footsteps to make DEIB a priority.

Your DEIB roadmap

The way to get the best out of your people is by creating a diverse, equitable, inclusive culture and workplace by focussing on:

  • Unleashing diverse talent and perspectives 

  • Driving cultural change

  • Overcoming bias

  • Fostering psychological safety and a sense of belonging.

Download our report to discover our full research findings - and why a focus on DEIB is imperative to business success.

How DEIB changed these global powerhouses for the better

DEIB is not just another HR task or initiative; it needs buy-in from employees across the ecosystem to create change and succeed. Our report demonstrates why organizations making DEIB an integral part of their business are succeeding - and these stories from our change-making DEIB expert clients will show you how:

Maserati DEIB report

Maserati | Italy

Simona Prampolini, Learning & Diversity Manager and Luca Callegari from Maserati Talent, Leadership and Learning discuss how Maserati has driven cultural change and belonging. Maserati committed to building a diverse and inclusive workplace with the aim to deliver stronger employee engagement, increased innovation, and greater business results. The organization has taken a practical approach to culture change and embedding DEIB principles – by integrating D&I in all its processes from recruitment and development to communication and finance. Employees are charged with rethinking and redesigning the processes in an overt way dedicated to achieving diversity and inclusion goals. 

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Deloitte DEIB report

Deloitte | Japan

Yumi Takahata, Diversity, Equity and Inclusion Manager at Deloitte Tohmatu Group (Deloitte Japan) explains how the organization embraces diversity and overcomes bias. Deloitte Tohmatsu Group has made DEI central to their management strategy and value proposition, as Deloitte believes diverse perspectives help build a resilient organization – which is a business imperative for Deloitte. Deloitte’s analysis of business leaders found inclusive leadership is likely to enable an organization to be six times more innovative, three times more adaptive, and twice as successful financially. The organization calls these traits the six C’s: commitment, courage, cognizance of bias, curiosity, cultural intelligence, collaboration. 

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PwC DEIB report

PwC | Spain

Elda Benítez-Inglott Bellini, Human Resources Director at PwC Spain discusses how PwC Spain has strengthened female leadership. When defining the strategy for DEI in Spain, PwC targets different dimensions, but gender is their focus. To measure and enact change in an organization, Elda Benítez-Inglott Bellini says there are 3 points to consider to capture its whole impact and measure with precision. As DEI cannot be impacted quickly, you must measure progressions instead of, or together with achievements; you must be creative with KPIs; you must measure diversity and inclusion – as it is the latter that unlocks the benefits of a diverse workforce. 

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GAP DEIB report

GAP | Japan

Sanae Endo, Sr. Director of People and Culture at Gap Japan discusses the importance of fostering an inclusive culture at Gap Japan – and how the organization has made inclusion a part of its DNA. Gap Japan’s purpose is ‘inclusive by design’, and the organization tries to promote, even socially, that an inclusive mindset is beneficial, not just to sell products, but also as a society, being unique and welcoming. To translate DEIB strategy into action, Gap Japan focuses on female advancement – the manager ratio is 40:60 and at director level and above it is close to 50:50 – and makes LGBTQ a priority through learning opportunities on how to be a strong ally. 

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