Should remuneration drive diversity and inclusion?
Williams goes on to say that D&I is not a linear problem that can be solved by increasing the percentage of diverse workers in a company: it’s also about how employees are treated and feel about the company.
He explains how diversity needs to be monitored by a closer look at staff turnover rates, career progress within the business, assessments of worker satisfaction and perception of their treatment etc.
For example, companies should be looking at the numbers of employees leaving and if the rates are high, then using exit interviews to find out why. Are they included in decision-making or feeling ignored? Otherwise, the company will not reap the benefits diversity can bring.
D&I not a linear problem