Commitment

Commitment to gender diversity needs to come from the Board - target setting, budget allocation, appointment of leaders responsible for gender diversity, measuring success are just a few examples of how they can lead from the front as well as ensuring, of course, that the Board itself is gender diverse.

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* 1. Why is diversity important to your firm? Put the following in order of importance:

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* 2. What are the key benefits of diversity to your firm?

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* 3. Who is primarily responsible for setting and achieving gender diversity goals and strategy?

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* 4. Have the Board made commitments to increase diversity at:

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* 5. If targets have been set for senior managers and firm wide diversity, have stakeholders (hiring managers, D&I, Recruitment, HR) been apportioned targets, responsibility and budget?

  Hiring Managers D&I Recruitment HR Other
Targets
Responsibility
Budget

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* 6. Has the firm made commitments to external diversity charters?

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* 7. On a scale on 1-10, how important is diversity to the firm?

0 - Not at all 10 - Absolute priority
i We adjusted the number you entered based on the slider’s scale.

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