The survey, supported by non-profit organisation Inspiring More Sustainability Luxembourg (IMS) and LISER, asked the 220 signatories of the Diversity Charter Lëtzebuerg questions regarding diversity and its application in their companies. Among positive impacts of incorporating diversity policies were attracting talent--53% of participants noted an improvement--more respectful behaviour in the workplace--noted by 63% of signatories--and an increase in innovation and creativity in teams, according to 54%.
“As godmother of the Charter, I am delighted that diversity is gaining ground and that the signatories consider it as a value that is an integral part of their organisation,” commented minister of family and integration, Corinne Cahen (DP). The ministry collaborated with IMS Luxembourg and LISER on the report.
Among signatories are private businesses (78%), the public sector and the non-profit sector (both 11% of signatories) including the commune of Sanem, Allen&Overy, Asti, the BIL, and Payconiq signed the charter and answered this year’s 54 questions.
While a vast majority (90%) considered their diversity policy and management plans essential, and 92% of those kept prioritising it during the ongoing covid-19 pandemic, 76% added diversity to their company values. 86% of those in charge of the diversity at their company or institution had a direct link to the executive committee of their business. “It’s essential for an efficient diversity policy,” says the report. “The first reason identified by 43% of signatories for introducing (diversity) is the leader’s personal conviction.”
Better gender balance but improvement for minorities still minor
An upwards evolution was noted in the number of female executives--44% in comparison to the 36% in 2018-- though women were also much more likely to work part-time (82%). The initiative, which offers various tools to improve diversity in the professional world, noted, however, that despite improved work/life balance and gender equality, minorities were still not considered enough. For instance, only 29% of employees are over 50 years old, only 28% of women are part of administrative councils or boards of directors. Ethnic minorities (25%) and LGBTI persons (20%) remained minorities.
People living with a disability made up only 13% of employees, with small companies being less likely to hire them.
Covid-19, a new criterion in the study
Unlike the previous editions in 2014, 2016 and 2018, this year’s report considered the 2020 health crisis in its diversity criteria. Though many signatories noted it was too soon to observe the impact of the pandemic on their policies, 92% put diversity--with a particular focus on health--at the forefront. Teleworking, online interviews and onboarding programmes were widely introduced, though this may change as the health crisis slows down.
Switching languages and other measures
To accommodate their staff, 64% of participants said they adapted their communication to the languages used by employees. 52% resorted to a diversity diagnostic and the same amount set up effective action plans and goals. Nearly all participants (97%) allowed staff to manage their work schedule according to their private responsibilities, the survey revealed.
Though some changes will still need to be implemented and the full impact of current sanitary crisis isn’t known yet, a general trend towards diversity has been noticed since the last report in 2018. With 73% of members acknowledging the positive impact of a diversity policy on their image and reputation.
Companies now have until 2024 to further their engagement towards the cause.