都柏林，2022年5月10日: 爱尔兰社区的商业 (BITCI), WBCSD’s global partner in Ireland inaugurated the first report into measuring and setting workforce targets for diversity and inclusion which has pinpointed higher levels of female participation at senior and executive levels than the national aver年龄.
首份Elevate报告, 衡量多样性以推动变革, 表明高级管理人员中女性比例为38%, 而全国平均水平为30%.
由爱尔兰社区商业带头, 这项研究涉及50家领先的公司，雇员近120人,000人. The companies last year agreed to begin the task of measuring and disclosing on the inclusivity and diversity in its workforce, 跨性别, 年龄, 残疾, 种族和性取向.
The report relied on data gathered by Elevate Pledge signatory companies which states its businesses and employees will benefit through championing inclusive and diverse workplaces. The report’s authors said data disclosure on gender and 年龄 was “very good” while other areas such as ethnicity and 残疾 were at a less advanced st年龄 – a position it believes will change as companies familiarize themselves with the process and create a culture that will allow employees to embrace voluntary disclosures, 目前衡量多样性的主要障碍.
性别层面的劳动力进入点, 报告指出, 男性占52%，女性占48%, were as anticipated but women powered ahead of the national aver年龄 at senior and executive level (pay scales of €75,000及以上)与中央统计局的国家统计数据相比.
The report indicates the positive impact of Leadership programs for women: “There are 18 companies where the percent年龄 of women at senior man年龄ment level is at least 5% points ahead of those at next level Executive/C suite.”
The study states that women fill 30% of top earning posts (€120,000 and upwards). Women are also disproportionately over-represented in the lowest salary bands (less than €26,000).
A focus on gender balance at executive level is not new and very often gender is the starting point for Diversity and Inclusion strategies. 研究结果支持了 被测量的东西很重要. Most of the Signatories to the Elevate Pledge have introduced gender specific initiatives in a bid to create a better balance. The impact of these programs is now being experienced at Executive level and there is also a strong pipeline of talent at Senior Man年龄r level.
The report also points to the necessity for business to develop 年龄 friendly workplaces which will provide a multi-generational workforce, 导致思想的多样性, 提高解决问题的能力.
报告指出:“我们知道爱尔兰的劳动力正在老龄化. 据中央统计局估计，将有大约1个.5 million people 年龄d over 65 in Ireland by 2051 (in 2016 the figure was just under 630,000人). 也, 领取养老金的年龄可能会被推迟, 人们在工作场所的时间将更长. Having an understanding of the 年龄 profile of the workforce and developing strategies to mitigate risks is going to become increasingly important for employers.”
Just 1% of the Elevate workforce of 120,00 were 年龄d 65 or over with 84% 年龄d between 26 and 65.
爱尔兰社区的商业 (BITCI) worked with their Knowledge Partners, 德勤爱尔兰, 该报告于今日在其都柏林总部发布. Based on data from 50 companies, it will offer a baseline in measuring progress in the years ahead. Successive annual reports will be able to benchmark progress across inclusion and diversity while businesses and companies will be able to learn from each other on how goals were achieved.
托马斯Sercovich, 首席执行官, 爱尔兰社区的商业, 他说:“我们不再需要解释为什么多元化对企业有利. The challenge ahead is how to ensure and sustain true inclusion across society, 从我们的工作场所开始. 多样性不能被视为理所当然. This is as much about building a better society as it is about making our businesses more competitive for the future ahead.”
谢尔科维奇补充道:“虽然这项研究仅代表了50家公司，涉及120家公司,000名员工, it points to good news in the increasing representation of women at senior man年龄ment level. This is real change and one that we hope will be replicated in the other areas which the Elevate report will capture in succeeding years.”
Harry Goddard, 首席执行官, 德勤爱尔兰 and social inclusion sub-group co-chair said: “T仅在过去的两年里，世界就发生了地震事件, that have forced us to think more deeply about what we value as a society, elevating the need for business to articulate and undertake its role as a responsible stakeholder. 我们很荣幸能成为第一份提升承诺报告的一部分, 承诺制定明确和可衡量的目标，以提高包容性, holding ourselves accountable and continuing to make an impact where it matters the most.”
辛妮巴顿, Subgroup Cochair and Chief Financial and Commercial Officer and Northern Ireland Regional Director at Veolia, 评论道:“The report is a key first step in building a data profile to understand the true nature of diversity in Irish workplaces. 知道我们在哪里是很重要的, 理解包容的障碍, 这样我们就可以开始移除它们了. This can be achieved through cross-sector and cross-community collaboration and conversation, 正如“提升承诺”所推动的. 这不仅对企业很重要，对整个社会也很重要.”
At today’s event it was also announced that BITCI was adding to its portfolio of employment programs supporting marginalized people into employment by launching its new Traveller program, 由爱尔兰社区基金会资助.
