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TEXpert AI's Big Takeaway From The World Economic Forum 2023

Updated: Jan 31, 2023



It will now take 136 years to achieve global gender parity at the current level of progress

The pandemic and the rising cost of living have wiped out past efforts adding 36 more years to reach global gender parity since pre-pandemic.


In 2020, companies were estimated to have spent a staggering $7.5Bn on Diversity, Equity & Inclusion (DEI) initiatives. This number is expected to double up in the next 4 years driven largely by investor movements prioritising ESG investing as well as the potential for higher innovation revenue and public pressure. The supporting numbers from WEF Global Parity Alliance document show that 83% of executive leaders are ready to pay a premium of 10% for ESG assets, ethnically diverse companies and gender diverse companies are 36% and 25% more likely, respectively, to financially outperform non-diverse companies and 39% of global job seekers have turned down job offers for lack of inclusion.


Yet, in the past 5 years only one in three companies showed progress in their executive team diversity and only two in five have seen their DEI initiatives reach maturity level.


Does this mean that companies aren’t getting it right?


There is no one-size-fits all strategy when it comes to DEI and diversity training alone hasn’t been proven effective. Alternatively, having a sound framework that allows for iterations and constant measurement of impact can speed up progress.


That said, companies often don’t know where to start.


The Global Parity Alliance DEI Lighthouse, 2023 report by the World Economic Forum & McKinsey provides a valid methodology that can be further adjusted to suit your company. According to them, a DEI initiative should be measured against the following criteria:

  • Significance Establish the magnitude of the impact

  • Quantifiability Use metrics to assess, track and drive accountability

  • Scalability Have a future impact potential within or beyond the organisation

  • Sustainability Have potential to drive long-term impact

The DEI Lighthouse Programme also identified 5 common success factors that yield the above characteristics:


1. Nuanced understanding of root causes

  • Understand the problem with a deep fact base – for e.g, you may begin with company-wide survey on employee experience and inclusion and pipeline analysis

  • Identify root causes with deeper data analysis and set clear measurable goals

  • Keep getting input through surveys, interviews, and focus groups throughout design and testing to ease implementation phases

  • You may uncover many areas of improvement, choose your battles wisely don’t try to fix them all at once.

2. Meaningful definition of success

  • Set clear and quantifiable aspirations

  • Articulate a clear case for change that motivates employees to act

3. Accountable and invested business leaders

  • Set initiative as a core business priority

  • Hold senior leaders accountable for outcomes, not just inputs or activities

  • Model and lead desired change, starting with CEO and senior leaders

  • Avail resources in budget, expertise, and time

4. Solution designed for context

  • Develop scalable solutions that solve the root cause

  • Integrate changes into key processes & systems

  • Equip and encourage employees to contribute

5. Rigorous tracking and course correction

  • Define KPIs and implement rigorous data-driven tracking process

  • Use data and feedback to course-correct as needed


There you have it!!


We know that's easier said than done that's why TEXpert AI has been accompanying companies through this process making all this effortless with integrated diversity data collection, insightful data analytics, and equitable solutions to address imbalances in workforce and portfolio. Reach out if you’re embarking on a data-driven DEI initiative, you don’t have to do it alone. If you're further along, take our short quiz to assess your DEI maturity level, get your personalised score and top tips from us.

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