There seems to be a difference of opinion between the leaders and their employees according to Accenture's report "Getting to Equal 2020;The Hidden Value of Culture Makers".

The report says that there is a "perception gap" between employees and leaders. According to the report 53% of leaders say that they are creating empowering environments where people have a sense of belonging, yet less than 29% of employees agree.

I was writing a tender this morning which required me to provide some context around women in leadership. I found a report from 2019 on the global picture which said  29%  of senior management roles were held by women, the highest number ever on record and 87% of global businesses had at least one woman in a senior management.

It's easy to become complacent especially when you can see there is an improvement in diversity across your organisation, or that more women are making it through to leadership. This issue has had a lot of focus over the past 10 years and so you can see where there is a focus, there are improvements. So how do you find the energy to keep going? Women have done a lot to make their case heard and organisations have listened. Boards recognise that different voices, different perspectives, different life experiences enrich conversations and decision making which make organisations stronger. However, some may even be getting frustrated it's taking a long time to change.

Employees look to leadership to provide a vision and mission regarding increasing diversity and inclusion. The report says that where one person leads the conversation it is very hard to be effective as it will feel that diversity and inclusion is being pushed up-hill all the time. 

This is why! According to the report; more than eight in 10 leaders ranked financial performance as a top priority (85%), while just 19% ranked diversity and 11% ranked culture at the top. I guess you are pleased that the leaders are concerned about performance overall. You want your leader to be concerned about the financial stability of the organisation right? 

So, how do you get diversity higher up the list of priorities or keep up the focus to make change? Accenture says that diversity should be owned by everyone in the organisation and this is what will make the culture change.

So next time you get frustrated with the pace of change ask yourself what are YOU doing about it?