This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
This product (Diversity & Inclusion [D&I]: Leaders vs. Laggards) is a 26-slide PPT PowerPoint presentation slide deck (PPTX), which you can download immediately upon purchase.
Diversity and Inclusion (D&I) are 2 sides of the same coin—each with its unique effect, yet they are inseparable and have to be considered together.
D&I involves actions beyond policies, programs, or headcounts. Diversity pertains to representation of races, ethnicities, and other minority groups in an entity or in other words the make-up of an organization. Inclusion represents the degree of value given to inputs, existence, and viewpoints of various groups of people and the extent of their integration in a setting.
Inclusion of diverse opinions appears to have a positive impact on the bottom line, as shown by data coming out of a long-term study conducted by a global consulting firm. Of the organizations that were followed in the study, 1/3rd turned out to be leaders in Diversity. These businesses have attained genuine improvements in top-level Diversity.
The remaining 2/3rd in the pack—i.e. the laggards—have mostly made minute or no improvement at all. Some have even gone backwards in gender and ethnic representation. In this presentation, we compare the performances of these D&I leaders vs. D&I laggards.
This presentation framework on Diversity & Inclusion identifies the following 5 categories into which businesses can be divided in terms of Gender / Ethnic Diversity and Inclusion within their executive teams:
1. Diversity Leaders
2. Fast Movers
3. Laggards
4. Moderate Movers
5. Resting on Laurels
Studied companies have been sorted based on degree of progress made in Diversity and Ethnic representation. We dive into each of these categories in detail.
This PowerPoint presentation on the Leaders vs. Laggards of D&I also includes data on the composition of the various categories, their progress since the study started. It also includes several slide templates depicting the 5 categories of D&I companies.
The presentation also highlights the significant financial benefits of embracing D&I, with data showing a direct correlation between diverse executive teams and increased profitability. Companies that lag in D&I efforts risk falling behind their competitors, both in innovation and financial performance.
This PPT slide presents a comparative analysis of performance between organizations that prioritize gender and ethnic diversity versus those that do not. It highlights a clear correlation between diversity levels and financial outcomes, emphasizing that companies in the top quartile for both gender and ethnic diversity tend to outperform their counterparts significantly.
Key findings indicate that businesses in the top quartile are expected to exceed the average performance of other companies by an additional 12%. The data suggests that organizations lagging in diversity are likely to face penalties in financial performance. For instance, firms in the bottom quartile for gender diversity show a notable likelihood of underperformance, with a -9% variance compared to their top-quartile peers. This trend persists across both gender and ethnic diversity metrics.
The slide also references specific years of analysis, showcasing a progressive understanding of the importance of diversity over time. For example, the data from 2017 and 2019 illustrates a growing recognition of diversity's impact on profitability, with firms in the lowest quartile for executive-team gender diversity being 19% more likely to underperform financially.
The concluding remarks reinforce the notion that organizations leading in diversity not only enhance their financial prospects, but also cultivate a more inclusive environment that leverages diverse perspectives. This insight is crucial for decision-makers considering the strategic integration of diversity initiatives into their business models, as the evidence strongly supports the notion that neglecting diversity can lead to significant financial repercussions.
This PPT slide presents a comparative analysis of organizations based on their progress in diversity and inclusion (D&I) from 2014 to 2019. It categorizes 365 firms into 5 distinct groups based on their initial levels of executive team diversity and their improvement over the specified period. The categories are labeled as Fast Movers, Diversity Leaders, Moderate Movers, Laggards, and those Resting on Laurels.
On the left side, the focus is on gender diversity. Fast Movers, with 28 firms, have shown significant improvement, while Diversity Leaders, comprising only 5 firms, have consistently maintained a higher representation of women on executive teams. Moderate Movers, with 10 firms, have made modest gains, while Laggards, numbering 28, have not improved and are categorized as resting on their laurels.
The right side of the slide shifts to ethnicity, where Fast Movers again lead with 24 firms, demonstrating notable progress. Diversity Leaders in this category have 15 firms, indicating a steady improvement. Moderate Movers show a slight increase, while Laggards, similar to the gender category, have not advanced, with 28 firms remaining stagnant.
The slide emphasizes that the categorization is based on the firms' initial diversity levels and their respective rates of progress. It highlights the critical importance of sustained efforts in D&I initiatives. Organizations that actively engage in improving their diversity metrics are recognized as leaders, while those that fail to progress risk being labeled as laggards. This analysis serves as a valuable insight for potential customers looking to understand the dynamics of D&I within organizations and the varying levels of commitment and success.
This PPT slide categorizes firms as "Moderate Movers" in the context of Diversity and Inclusion (D&I) initiatives. It highlights that while there has been some improvement in female and ethnic minority representation, the progress is described as modest. Specifically, female representation in executive teams has increased from 12% to 19% over 5 years, while ethnic minority representation has risen from 3% to 10%.
The accompanying details indicate that these firms constitute about 10% of the data set for female and ethnic representation. Despite these gains, the overall momentum is characterized as sluggish. The slide emphasizes that vague public commitments to D&I have not translated into meaningful action or accountability at various organizational levels.
Several factors contribute to this stagnation. There is a noted absence of clear communication regarding the reasons for pursuing diversity, which undermines the initiative's effectiveness. Additionally, the lack of distinct accountability measures at all levels of the organization hampers progress. Talent policies are also cited as inadequate in addressing biases, and there is insufficient focus on fostering inclusive attitudes and behaviors among employees.
The findings suggest that while Moderate Movers have made some strides, there remains significant room for improvement. The slide concludes with a call to action, indicating that there is an opportunity for these firms to adopt bolder strategies to enhance their D&I efforts. This insight could be crucial for stakeholders considering how to evaluate or engage with companies in this category.
This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
For $10.00 more, you can download this document plus 2 more FlevyPro documents. That's just $13 each.
ABOUT FLEVYPRO
This document is part of the FlevyPro Library, a curated knowledge base of documents for our FlevyPro subscribers.
FlevyPro is a subscription service for on-demand business frameworks and analysis tools. FlevyPro subscribers receive access to an exclusive library of curated business documents—business framework primers, presentation templates, Lean Six Sigma tools, and more—among other exclusive benefits.
The average daily rate of a McKinsey consultant is $6,625 (not including expenses). The average price of a Flevy document is $65.
Trusted by over 10,000+ Client Organizations
Since 2012, we have provided best practices to over 10,000 businesses and organizations of all sizes, from startups and small businesses to the Fortune 100, in over 130 countries.
Read Customer Testimonials
"As a consulting firm, we had been creating subject matter training materials for our people and found the excellent materials on Flevy, which saved us 100's of hours of re-creating what already exists on the Flevy materials we purchased."
– Michael Evans, Managing Director at Newport LLC
"[Flevy] produces some great work that has been/continues to be of immense help not only to myself, but as I seek to provide professional services to my clients, it gives me a large "tool box" of resources that are critical to provide them with the quality of service and outcomes they are expecting."
– Royston Knowles, Executive with 50+ Years of Board Level Experience
"FlevyPro has been a brilliant resource for me, as an independent growth consultant, to access a vast knowledge bank of presentations to support my work with clients. In terms of RoI, the value I received from the very first presentation I downloaded paid for my subscription many times over! The
quality of the decks available allows me to punch way above my weight – it's like having the resources of a Big 4 consultancy at your fingertips at a microscopic fraction of the overhead.
"
– Roderick Cameron, Founding Partner at SGFE Ltd
"I am extremely grateful for the proactiveness and eagerness to help and I would gladly recommend the Flevy team if you are looking for data and toolkits to help you work through business solutions."
– Trevor Booth, Partner, Fast Forward Consulting
"Flevy is now a part of my business routine. I visit Flevy at least 3 times each month.
Flevy has become my preferred learning source, because what it provides is practical, current, and useful in this era where the business world is being rewritten.
many challenges and there is the need to make the right decisions in a short time, with so much scattered information, we are fortunate to have Flevy. Flevy investigates, selects, and puts at our disposal the best of the best to help us be successful in our work.
"
– Omar Hernán Montes Parra, CEO at Quantum SFE
"I have used FlevyPro for several business applications. It is a great complement to working with expensive consultants. The quality and effectiveness of the tools are of the highest standards."
– Moritz Bernhoerster, Global Sourcing Director at Fortune 500
"Flevy.com has proven to be an invaluable resource library to our Independent Management Consultancy, supporting and enabling us to better serve our enterprise clients.
The value derived from our [FlevyPro] subscription in terms of the business it has helped to gain far exceeds the investment made, making a subscription a no-brainer for any growing consultancy – or in-house strategy team."
– Dean Carlton, Chief Transformation Officer, Global Village Transformations Pty Ltd.
"As a young consulting firm, requests for input from clients vary and it's sometimes impossible to provide expert solutions across a broad spectrum of requirements. That was before I discovered Flevy.com.
Through subscription to this invaluable site of a plethora of topics that are key and crucial to consulting, I
have been able to exceed expectations and deliver quality advice and solutions to my clients. The quality and expertise of the authors are exemplary and gives me great confidence to use as part of my service offerings.
I highly recommend this company for any consultant wanting to apply international best practice standards in their service offerings.
"
– Nishi Singh, Strategist and MD at NSP Consultants
Download our free compilation of 50+ slides and templates on Organizational Design, Change Management, and Corporate Culture. Methodologies include ADKAR, Burke-Litwin Change Model, McKinsey 7-S, Competing Values Framework, etc.
Download our free compilation of 50+ slides and templates on Organizational Design, Change Management, and Corporate Culture. Methodologies include ADKAR, Burke-Litwin Change Model, McKinsey 7-S, Competing Values Framework, etc.