Diversity, Equity and Inclusion (DEI) initiatives in large enterprises are often criticised as being merely performative, according to a recent report by AND Digital.
- The study highlights the significant disparity in leadership opportunities for women, particularly in enterprises with over 10,000 employees.
- Two-thirds of female leaders in technology roles expressed a need for improved workplace conditions to support women’s leadership.
- The report underscores the persisting ‘glass ceiling’ and the challenges related to pregnancy and career advancement.
- Prominent figures in technology, including female pioneers, advocate for genuine inclusivity instead of superficial measures.
Diversity, Equity and Inclusion (DEI) initiatives among large enterprises have been critically assessed as mere ‘lip service’, according to findings presented in the Rewards & Resilience report by AND Digital. The report elucidates how, despite the appearance of support for DEI, actual substantive changes remain lacking, especially in terms of genuine leadership opportunities for women in technology roles.
Within enterprises exceeding 10,000 employees, only 46 per cent of women perceive equal leadership opportunities compared to men. This is a stark contrast to the 65 per cent of women in small and medium-sized businesses who feel they have equal opportunities. Such statistics illuminate the systemic barriers still prevalent in larger organisations, suggesting a need for more robust, actionable strategies.
While a substantial number of female leaders report improvements in workplace dynamics over time, including better promotions and enhanced professional respect, 68 per cent of them still advocate for further efforts. These efforts include internal promotion of women and more substantial training and development initiatives.
Lauren Hine, Chief for UK Marketing & Alliances and Women in Tech Ambassador for AND Digital, remarked, “Businesses are under scrutiny regarding diversity; hence, many announce impressive-sounding initiatives to project a false picture of a diversity-led culture. Unfortunately, these often lack the necessary follow-through.” Her comments reflect a growing critique of superficial DEI measures that do not culminate in real organisational change.
Moreover, the report brings attention to the ‘glass ceiling’ experienced by women, exacerbated by pregnancy-related challenges in career progression. Many female tech leaders find themselves delaying family plans due to insufficient support for balancing parenthood with professional responsibilities. Hine further emphasised, “Deciding between a family and a career should never have to be a choice and this is a DEI initiative that businesses need to improve upon across the board.”
Dame Stephanie Shirley, a distinguished female tech pioneer, commended the efforts to address DEI challenges, highlighting the report as evidence of ongoing struggles in the tech industry. Her advocacy for genuine improvements resonates with many who call for dismantling barriers to inclusivity and equity.
Overall, the report calls for meaningful action and accountability to translate DEI initiatives into substantive workplace transformation.
