Based on this year’s survey, 48 percent of companies consider themselves adequate at focusing on global cultural diversity, and 69 percent of companies consider themselves adequate or excellent at supporting a variety of family models in the workforce. The number of executives who cited inclusion as a top priority has risen 32 percent from the Human Capital Trends 2014 survey, and in the last three years, the percentage of companies that rate themselves excellent at gender diversity went up by 72 percent. In today's political, economic, and global business environment, diversity has become increasingly important. Thirty-eight percent of executives report that the primary sponsor of the company’s diversity and inclusion efforts is the CEO.Over two-thirds (69 percent) of executives rate diversity and inclusion an important issue (up from 59 percent in 2014).In this year’s survey, the proportion of executives who cited inclusion as a top priority has risen by 32 percent compared with our 2014 survey.CEOs must take ownership and drive accountability among leaders at all levels to close the gap between what is said and actual impact. The era of diversity as a “check the box” initiative owned by HR is over. Leading organizations now see diversity and inclusion as a comprehensive strategy woven into every aspect of the talent life cycle to enhance employee engagement, improve brand, and drive performance. The digital organization of today, which operates as a network of teams, thrives on empowerment, open dialogue, and inclusive working styles. Diversity and inclusion has become a CEO-level issue around the world.
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