Promoting Inclusion and Diversity
Lifting participation in the labor market
Omar Fahoum, Chairman, Deloitte Middle East
Global Employer’s Summit 2015 - Bahrain
October 07, 2015
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MENA has the lowest female labor participation in the world
Promoting Inclusion and Diversity
26%
Source: World Bank
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Even when women are hired, there is high attrition so that very few
reach senior level positions
Women occupy 1.5% of
boardroom seats in the
MENA region
Source: Your loss: How to win back your female talent, 2010
Promoting Inclusion and Diversity
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Institutions with greatest multiplier effect on advancing women’s
economic empowerment
19.20%
Active company programs
12.10%
Voluntary business programs/Business self-regulation
10.70%
Corporate governance
8.40%
Government laws
Government and political leadership
Academic institutions (influence of studies, etc.)
Non-government organizations (influence of studies etc.)
Media
Community campaigns
6.10%
5.10%
4.20%
6.50%
1.90%
A 2014 Deloitte and
BIAC survey
Promoting Inclusion and Diversity
Change is too slow, and needs the right tone at the top
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
A 2014 Deloitte and
BIAC survey
Promoting Inclusion and Diversity
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Most common practices to advance women into leadership
positions
• Introduction of high potential development plans (48%)
A 2014 Deloitte and
BIAC survey
• Workplace flexibility policies (43%)
• Diversity and inclusive leadership development for current leaders
(41%)
Key GCC initiatives ….
• “Reach”- first DIFC NGO to mentor women in middle management
• The 30% Club- GCC – companies collaborating to advance women
boardroom positions.
Promoting Inclusion and Diversity
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Companies don’t need a “Diversity & Inclusion program”.
They have to implement an integrated, holistic Diversity & Inclusion
strategy
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Where does your organization fall?
The continuum towards a truly “Inclusive Organization”
Diversity and Inclusion Continuum
Mono-cultural
Compliance
Multicultural
Collaborative
Inclusive
Maintaining
Status Quo
Creating
a Diverse Workforce
Managing
a Diverse Workforce
Valuing
a Diverse Workforce
Leveraging
a Diverse Workforce
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.
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.
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.
“How can we engage
our diverse mix of
employees and make
sure they feel
valued?”
“Have we gathered
and capitalized upon
everyone’s input?
How can we drive
value from our
diverse mix of
employees?”
The Mono-cultural Organization
is largely homogenous with
limited diverse representation. It
still only values the majority
culture.
“Why change?
If it ain’t broke, Don’t
fix it.”
Promoting Inclusion and Diversity
The Compliance Organization
views diversity as a problem. It is
a numbers-based organization
focused on affirmative action
goals.
“What do we have to
do to stay out of
trouble?”
“We have a good
representation of
cultures overall.”
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A truly inclusive organization adopts multiple engagement strategies
Creating an inclusive, diverse culture
The Simply Irresistible Organization
5 major elements of
engagement
20 key strategies
Promoting Inclusion and Diversity
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Diversity & Inclusion lessons from our experience
1. Articulate the business case
5. Continue to innovate
2. Demonstrate leadership commitment
6. Engage allies, such as non-minorities and men
from the beginning
3. Build and cascade accountability – what gets
measured, gets done
4. Highlight how benefits accrue to the entire
organization
7. Share best practices
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