Reports
Here you will find a selection of reports
The McKenzie-Delis Review UK 2022
The annual McKenzie-Delis Review is commissioned to broaden the awareness and understanding of visible and invisible segments of diversity and better understand how organisations are reporting, measuring and taking action to become more inclusive and diverse employers.
The review aims to be a useful, annual diagnostic tool to help organisations assess their position on each of the facets and identify what their areas of focus should be, as well as measure and report progress on all ten facets. The results from this survey indicate that there are areas of strength on each of the individual facets, as well as areas where more could be done to move the dial and drive change. What each organisation focuses on will depend on their strategic areas of priority and where they are on their diversity and inclusion (D&I) journey.
At the end of each of the sections, dedicated to each facet, specific recommendations for action and initiatives are given based on the expertise of the research partners and review committee. The review recommends you consider your organisation’s areas of priority and ask, do you have these activities in place, and if not, would focusing on them help you ‘move the dial’? Additionally, consider the aspects of D&I you may not have focused on before and start the conversation with your leaders and employees. Are these areas where we need to take more action? If so, then what?
On this basis, the McKenzie-Delis Review will achieve its aim of creating a holistic solution and the standard for the future. A future where companies recognise, report and progress the many different aspects of D&I.
Download The McKenzie Delis UK Review 2022 (large file!)
Mental Health & Employers Report (Jan 2020) by Deloitte
This Deloitte report on Mental Health & Employers from Jan 2020 focuses on the following questions:
What is the cost of poor mental health to employers? How has this changed since 2017?
Which ages, sectors, industries and regions are seeing greater incidence of mental health‐related costs?
Are workers confident they can seek help at work, or is stigma still attached?
Does the level of support provided to employees vary by the size of the organisation?
What is the return on investment of interventions by employers to tackle mental health‐related issues? Has the case for investment strengthened?
The findings highlight an increase in annual costs to employers, up to £45 billion, mainly due to a significant increase in presenteeism (working when unwell and being less productive) and leaveism (improper use of leave).
Leaveism and presenteeism are characteristics of a technology‐enabled, always‐on workplace culture, and are closely linked to employee burnout. In addition, rising levels of debt have led to an increase in stress caused by personal finance worries. Young professionals have emerged as the most vulnerable demographic in the workplace. They are twice as likely to suffer from depression as the average worker, and more susceptible to leaveism and financial concerns. This research highlights that young people need greater support from employers than they are currently receiving.
The results of the updated ROI analysis show a financial case in favour of employers investing in mental health. On average employers obtain a return of £5 for every £1 (5:2:1) invested, up from £4 for every £1 spent (4.0:1) in the previous report. However there is a wide spread of returns from 0.4:1 all the way up to 11:1. Interventions that achieve higher returns tended to have the following characteristics:
• They offer a large‐scale culture change, or organisation‐wide initiatives supporting large numbers of employees.
• They are focused on prevention or designed to build employee resilience.
• They use technology or diagnostics to tailor support for those most at risk.
The report recommends that there is more employers can be doing to support mental health among the workforce. In particular, more can be done to tackle the stigma associated with mental health problems, increase awareness, and provide adequate training for employees. SMEs are a lower visibility but higher risk category where employees may benefit from greater, formalised support. Standards such as the 2019 Health at Work Commitment can help employers to develop forward‐looking, informed and inclusive programmes to develop happier, more person‐centred workplaces.
Download deloitte uk mental health and employers guide
IGD 2021 Report on Inclusion & Diversity in Consumer Goods & Grocery
This 2021 I&D report collected data from more than 200 businesses, and includes conversations with more than 100 Chairs, CEOs and HRDs in the consumer goods and grocery sector. The report summarises that, since the last report in 2019, businesses have formalised their strategies and allocated appropriate budget to furthering I&D.
As a result, representation of women, ethnic minorities and other underrepresented groups have increased, despite this reporting during Covid 19. The case studies section highlights examples of best practice from companies at different stages of their I&D journey.