(MK) Matt Krentz - Managing Director & Senior Partner, Global Leadership and D&I Chair - BCG (JH) Julie Hood - Head of Strategy & Transactions for EMEIA - EY (AP) Andrew Pearce - Managing Director & Executive Leadership Committee UK Chair - Accenture (RP) Rebecca Pitman - Vice President, Human Resources - Altman Solon
We talk a lot about recruiting more diverse talent, but how are you increasing retention and advancement for diverse populations and under-represented populations within your organisations? How do you measure the success of different initiatives you put in place? How do you know whether things are working or not? You have a diversity strategy, but does it help everybody at once? Do you think about a differentiated strategy across different marginalised populations in different ways? It has been predicted that women will take advantage of the hybrid working model more than men. How can organisations ensure that they’re not creating a male-dominated workplace and that women continue to progress? What advice would you give individuals who are thinking about how to balance consulting and parenthood? Can the panel talk about some of the pitfalls and successes of trying to build a sense of belonging in diverse communities? How will the war for talent develop after Covid, and what does it take to attract high-potential talent? Feedback is really important and something that is often overlooked. How do we make sure that it doesn’t create bias or a culture of needing to fit in and actually enables diverse talent to flourish and succeed? Can you share three key initiatives that people can take back and start in their own organisations to impact D&I?