When Women Thrive 2020 – Mercer

The Mercer’s When Women Thrive 2020 Global Report studies the achievements as well as not-yet-competent areas of workplace equality and diversity to provide organizations with helpful guidelines to build inclusivity in their workplace. Data from this research was gathered from more than 2 millions women in more than 1,000 workplaces around the world.

Main findings from this report include:

  • It is reported by more than 60% of organizations that they had been pressured by their board members and employees to improve diversity and inclusion at work. Most organizations claimed that it is one of their priorities to improve D&I in their workplace. More than 70% of companies are analyzing pay-equity and nearly half of male professionals are getting involved in gender equality improvement.
  • Only 30% of organizations reported to having difficulties in attracting and advancing women at work, only 20% of them are struggling with retaining female employees.
  • Female employees only take 40% of the surveyed workforce. It is projected that it will take 10 years, even with the preferred talent flows, to increase 3% of the current female representation.
  • Although most organizations claimed that it is one of their priorities to improve D&I in their workplace, less than half of them have an official strategy or clear goals for D&I outcomes.
  • Although more than 60% of organizations believed their senior management is actively involved in the process, only 30% of them reported having a chief officer looking after the matter.
  • Only half of the organizations have publicly documented their gender equality commitments. More than 40% of organizations have never disclosed publicly their views on the matter and less than 50% of them have been actively trying to gain recognition for their efforts.
  • More than half of organizations reported to having improvement in board engagement in D&I programs.
  • Less than 40% of senior leaders globally are taking the role of mentors or personal sponsor. However, in the US and Australia/New Zealand, at least 50% of senior executives are practising this.
  • Only 30% of leaders have D&I goals and targets and less than 20% of executive compensation targets are relevant to D&I programs.

Full report here.