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Transcript of Promoting Inclusion and Diversity Omar Fahoum, Chairman, Deloitte Middle East Global Employer’s...
1
Promoting Inclusion and Diversity
Omar Fahoum, Chairman, Deloitte Middle East
Global Employer’s Summit 2015 - Bahrain
October 07, 2015
Lifting participation in the labor market
Source: World Bank26%
MENA has the lowest female labor participation in the world
2Promoting Inclusion and Diversity
Even when women are hired, there is high attrition so that very few reach senior level positions
Source: Your loss: How to win back your female talent, 2010
3Promoting Inclusion and Diversity
Women occupy 1.5% of boardroom seats in the MENA region
Institutions with greatest multiplier effect on advancing women’s economic empowerment
A 2014 Deloitte and BIAC survey
Promoting Inclusion and Diversity
Active company programs
Voluntary business programs/Business self-regulation
Corporate governance
Government laws
Government and political leadership
Academic institutions (influence of studies, etc.)
Non-government organizations (influence of studies etc.)
Media
Community campaigns
19.20%
12.10%
10.70%
8.40%
6.10%
5.10%
4.20%
6.50%
1.90%
Change is occurring within companies and by government, but is uneven and more can be done.
1. 50% of companies have not introduced
programs aimed at supporting women
(executive advancement and management
retention)
2. 50% of governments have not taken steps to
support these outcomes
Potential change agents with multiplier effects have been identified:
1. CEO, board and others in a supervisory role
2. Women self advocating
3. Business programs doing more
4. Government leadership
5. Public debate
Change is too slow, and needs the right tone at the top
5Promoting Inclusion and Diversity
A 2014 Deloitte and BIAC survey
Most common practices to advance women into leadership positions
• Introduction of high potential development plans (48%)
• Workplace flexibility policies (43%)
• Diversity and inclusive leadership development for current leaders (41%)
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A 2014 Deloitte and BIAC survey
Key GCC initiatives ….
• “Reach”- first DIFC NGO to mentor women in middle management
• The 30% Club- GCC – companies collaborating to advance women boardroom positions.
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Companies don’t need a “Diversity & Inclusion program”.
They have to implement an integrated, holistic Diversity & Inclusion strategy
Diversity and Inclusion Continuum
Where does your organization fall? The continuum towards a truly “Inclusive Organization”
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The Mono-cultural Organization is largely homogenous with limited diverse representation. It still only values the majority culture.
Mono-cultural
Maintaining Status Quo
“Why change?
If it ain’t broke, Don’t fix it.”
The Compliance Organization views diversity as a problem. It is a numbers-based organization focused on affirmative action goals.
Compliance
Creating a Diverse Workforce
“What do we have to do to stay out of trouble?”
The Multicultural Organization has a diverse mix of employees with differences in race, gender, age, sexual orientation, etc. Often, this organization has met the challenges of compliance requirements, but it struggles to optimize its diversity.
Multicultural
Managing a Diverse Workforce
“We have a good representation of cultures overall.”
The Collaborative Organization has begun to understand the value of a diverse workforce and has taken initial steps to engage diverse employees in talent and business initiatives. Employees feel like diverse opinions are valued.
Collaborative
Valuing a Diverse Workforce
“How can we engage our diverse mix of employees and make sure they feel valued?”
The Inclusive Organization leverages diverse backgrounds, capabilities, viewpoints ..etc to drive business results and value. Employees feel like diversity, leveraged through inclusion, is integral to business success.
Inclusive
Leveraging a Diverse Workforce
“Have we gathered and capitalized upon everyone’s input? How can we drive value from our diverse mix of employees?”
Promoting Inclusion and Diversity
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A truly inclusive organization adopts multiple engagement strategiesCreating an inclusive, diverse culture
5 major elements of engagement
20 key strategies
The Simply Irresistible Organization
Promoting Inclusion and Diversity
1. Articulate the business case
2. Demonstrate leadership commitment
3. Build and cascade accountability – what gets measured, gets done
4. Highlight how benefits accrue to the entire organization
5. Continue to innovate
6. Engage allies, such as non-minorities and men from the beginning
7. Share best practices
Diversity & Inclusion lessons from our experience
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This communication contains general information only, and none of Deloitte Touche Tohmatsu Limited, its member firms, or their related entities (collectively, the “Deloitte network”) is, by means of this communication, rendering professional advice or services. No entity in the Deloitte network shall be responsible for any loss whatsoever sustained by any person who relies on this communication.
About Deloitte
Deloitte refers to one or more of Deloitte Touche Tohmatsu Limited, a UK private company limited by guarantee (“DTTL”), its network of member firms, and their related entities. DTTL and each of its member firms are legally separate and independent entities. DTTL (also referred to as “Deloitte Global”) does not provide services to clients. Please see www.deloitte.com/about for a more detailed description of DTTL and its member firms.
Deloitte provides audit, tax, consulting, and financial advisory services to public and private clients spanning multiple industries. With a globally connected network of member firms in more than 150 countries and territories, Deloitte brings world-class capabilities and high-quality service to clients, delivering the insights they need to address their most complex business challenges. Deloitte’s more than 200,000 professionals are committed to becoming the standard of excellence.
About Deloitte & Touche (M.E.)
Deloitte & Touche (M.E.) is a member firm of Deloitte Touche Tohmatsu Limited (DTTL) and is the first Arab professional services firm established in the Middle East region with uninterrupted presence since 1926.
Deloitte is among the region’s leading professional services firms, providing audit, tax, consulting, and financial advisory services through 26 offices in 15 countries with more than 3,000 partners, directors and staff. It is a Tier 1 Tax advisor in the GCC region since 2010 (according to the International Tax Review World Tax Rankings). It has received numerous awards in the last few years which include Best Employer in the Middle East, best consulting firm, and the Middle East Training & Development Excellence Award by the Institute of Chartered Accountants in England and Wales (ICAEW).
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