Final installment of new global poll finds most HR executives consider diversity of views and methodologies more important than diverse backgrounds
NEW YORK and FRANKFURT, July 24, 2019 – Nearly seven in 10 (69%) of Chief Human Resources Officers and HR executives say increasing diversity in the C-suite is a priority, while 61% say their organizations are prioritizing efforts to increase diversity on their boards, according to a new survey released today by Boyden, a premier talent and leadership advisory firm.
Part 3 of the report, Boyden Senior Executive Survey: The CHRO and the Future Organization, titled Diversity of People and Thought, looks at global changes and opportunities including connections people strategy, approaches to the board and management, global workforce alignment, hiring and training.
“On diversity of people and thought, the results are mixed,” said Robert Winterhalter, Ph.D., Global Leader, Human Resources Practice and Managing Partner, Boyden Germany. “Our data show that the junior levels of organizations are diverse, but diversity numbers drop notably in the senior executive and C-suite ranks. In most organizations diversity is still regarded as a bottom-up challenge and not so much top-down.”
The survey included a global panel of 310 CHROs, senior HR executives and other HR decision makers across all industries in the United States, Germany, United Kingdom, Canada, Mexico, Brazil and Australia. Additional key findings related to diversity of people and thought include:
Skills vs. Background
“The preference for ‘diversity of skills’ over ‘diversity of background’ is concerning and a potential risk,” notes Steve Nilsen, a Partner of Boyden United States. “It is a temptation to stock the boardroom and C-suite with people with similar backgrounds, just from different corners of the business world. The true value of diversity is captured when team members approach the same challenge based on different backgrounds, thought processes, and problem-solving techniques.”
“Diversity is an important issue and has to be considered in a holistic sense, not as a process,” explains, Country Divisional Head, Bayer Crop Science Brazil. “I do not like the word ‘diversity.’ Rather, ‘inclusion’ is a more relevant issue. Unfortunately, we still see many organizations promoting diversity without inclusion.”
“Gender diversity in business is still a major challenge,” said Christian Gollasch, Ph.D., former Deputy CHRO, Carlsberg Group. “Companies that want to increase the number of women across all ranks should focus first on their board and C-suite. A more equal distribution of men and women at the top level shows a credible commitment to gender diversity.”
“At Boyden Australia, since 2014, 44% of all our executive search appointments have been women,” said Barry Bloch, a Partner of Boyden Australia. “This is a positive step towards achieving sustainable gender diversity at the most senior levels of leadership.”
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