Diversity and Inclusion (D&I)

Global Market Trajectory & Analytics

MCP23190

EXECUTIVE ENGAGEMENTS

POOL

1088
Number of executives repeatedly engaged by snail & email outreach

INTERACTIONS

196
Interactions with Platform & by Email

PARTICIPANTS

44
Unique # Participated

VALIDATIONS

12
Responses Validated*

COMPANIES

120
Responses Validated*
* Login for a full stack data experience

DATE

OCT 2021

TABLES

34

PAGES

325

EDITION

2

PRICE

USD 5800

CODE

MCP23190


COMPETITIVE METRICS

COMPETITORS (ALPHABETICAL)

S M N T

%

VALIDATED RESEARCH *

S M N T
S M N T
S M N T
S M N T
S M N T
S M N T
S M N T
S M N T
S M N T
S M N T

* S = Strong; M = Moderate; N = Niche; T= Trivial (<1%)
* Login to Participate & View Data Stacks
* Participating executives must be from a competitive company. Executive credentials are validated by a one-time two-factor authentication, in compliance with GDPR guidelines. Verified executives have complimentary access to our proprietary MarketGlassTM platform and relevant data silos including Trend Data; Brand/IP/TM Feeds; and Market Size, Share & Rank Clusters. Qualified influencers are also invited to join our Expert Panels. Privileges include purchase credits, and collaborative bespoke builds.
View All Companies...

PARTICIPATE NOW!
  

HIGHLIGHTS & REPORT INDEX

A Successful Company is One Which Implements DEI Not Only as a Moral Obligation but also as a Business Imperative

The global market for Diversity and Inclusion (D&I) estimated at US$7.5 Billion in the year 2020, is projected to reach a revised size of US$15.4 Billion by 2026, growing at a CAGR of 12.6% over the analysis period. Employee Resource Groups (ERGs), one of the segments analyzed in the report, is projected to grow at a 12.1% CAGR to reach US$5 Billion by the end of the analysis period. Employee Resource Groups (ERG) are employer-recognized workplace groups voluntarily led by employees. ERGs, also known as affinity groups, business resource groups or employee/team member networks, are popular in many big companies today. These groups offer a unique, employee-driven way to achieve a cohesive work environment. Growth in the External Partnerships segment is readjusted to a revised 11.5% CAGR for the next 7-year period. The market in the U.S. is estimated at US$3.8 Billion in the year 2021. The country currently accounts for a 45.5% share in the global market. China, the world`s second largest economy, is forecast to reach an estimated market size of US$1.8 Billion in the year 2026 trailing a CAGR of 11.4% through the analysis period. Among the other noteworthy geographic markets are Canada and Europe, each forecast to grow at 9.7% and 12.4% respectively over the analysis period.

We live in an increasingly complex and interconnected world where shaped by globalization and technological advancements diversity has become the fabric of modern society. Companies eager to establish a strong presence in a variety of emerging new markets have initiated the global gold rush for multicultural markets, diverse employees, and untapped consumer bases. Success in global markets requires multicultural initiatives and a sustained effort to integrate distinct demographic and cultural diversity into an inclusive environment that fits into the broader vision of the company`s growth and advancement. This is opening up rich opportunities for companies to spearhead growth by leveraging their access to a diverse talent pool. While global diversity of the labor force is good and beneficial for companies to enhance creativity and drive innovation, the same also challenges long held traditional business ideas and assumptions. Companies are being forced to effect major structural reorganizations spanning all key areas of business operations, marketing, talent recruitment and retention functions.

Even from a business standpoint, the case for diversity in workplace is overwhelming given its ability to foster innovation, creativity and empathy in ways that homogeneous environments can never do. As markets evolve to become more competitive than ever before and the business environment gets tougher amid the crisis, companies need to remain alert, aware, agile and responsive to remain afloat, profitable and successful. To be successful in a world that is constantly changing, companies need to be leading the change rather than responding to it. Companies with more diverse teams and inclusive are better able to lead change than those with a more homogeneous workforce. A strong organizational culture and robust structural foundation are critical for achieving agility that comes from internal strength. Diverse companies earn 2.5 times higher cash flow per employee and inclusive teams are productive by over 35%. High-diversity environments and all-inclusive culture has clear benefits and advantages.

Yet, global DEI initiatives are particularly challenging to successfully implement and measure. Achieving real equality and inclusion is a challenging task and over 65% of employees are of the opinion that their managers do not foster an inclusive environment. Achieving greater diversity in the workplace is relatively easier as it represents the mix or the make-up of an entity. However, the inclusion piece of the puzzle is more complex and ensuring the same is immensely tough as it involves integration of the contributions, presence and perspectives of different groups of people into the environment. Inclusion is all about making the mix work together as a cohesive whole by respecting, welcoming and valuing the diversity of every individual`s unique background, experiences, race, ethnicity, sexual orientation, gender identity, faith, tradition, and most importantly perspectives. An inclusive culture allows for collaborative daily learnings, full freedom to decide and experiment, provides excellent mobility across the organization, and encourages long term thinking. Diversity without inclusion can create a toxic culture and similarly inclusion without diversity can create an uncreative and infertile environment where a company can stagnant.

SELECT PLAYERS

Affirmity; AllenComm; Artesian Collaborative, LLC; Atrixware, LLC; Berkshire; CABEM Technologies, LLC; CTM Unlimited; Deloitte; DiversityResources.com Inc; HR Learning Center LLC; HR Unlimited, Inc.; HR Works, Inc.; Ideal; International Multicultural Institute; Korn Ferry; OutSolve; Peak Performance, Inc.; PeopleScout; PRISM International, Inc.; PwC Advisory Co., LLC; Spectra Diversity LLC; Trupp HR, Inc.

SEGMENTS

» Segment (Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment, Other Segments)

GEOGRAPHIES

» World » USA » Canada » Europe » France » Germany » Italy » UK » Rest of Europe » Asia-Pacific » Rest of World

TABLE OF CONTENTS

1. MARKET OVERVIEW
Influencer Market Insights
Diversity & Inclusion In The Workplace: A Fact Check
Humanity’s Struggle With Diversity. Why is it so Hard to Achieve Equality?
Table: This is What We Are: % Share Breakdown of World Population by Race
Table: It Makes Sense to Look for Cultural Survival & Importance in the Continued Use of Traditional Languages & Dialects: Global Number of People Speaking Native Languages as of the Year 2021
Table: The World is Truly a Global Village: Breakdown of Ethnic Groups As a % of Total Population of Select Countries
Table: Prevailing Corporate Sentiments on Diversity & Inclusion (In %)
Labor Globalization is the New Reality
Globalization Triggers Migration of Skilled Labor to Developed Countries
Table: Attracting & Retaining Globally Mobile Skilled Migrants is the New Norm: Immigrant Workers as % of Total Labor Force in Developed Countries
The Current State of Diversity in the U.S., A Land of Cultural Diversity
What Does this Mean for Companies? It Means the Dawn of a New Era of D&I Is Upon the Corporate World
Table: How Are Top Companies Currently Scoring on the Diversity & Inclusion Front: Breakdown of Score as of the Year 2021
As Economic Conditions Toughen, Diversifying DNA To Elicit Tangible, Creative Outcomes Is the Only Way for Companies to Survive
What’s the Challenge?
EXHIBIT 7: A Strong Yet Exceedingly Patchy & Uncertain Recovery Shaped by New Variants Comes Into Play: World Economic Growth Projections (Real GDP, Annual % Change) for 2020 through 2022
Now is the Time for Reimagining the Post Pandemic Organization & for Workforce Planning to Achieve Competitive Advantage Post-COVID-19
Table: Corporate Roles & Opportunities for Diversity & Inclusion is Increasing by the Day: % Increase in Diversity & Leadership Roles & Titles on LinkedIn 2015 Vs 2021
EXHIBIT 9: It’s Only the Marginalized Who Appreciate the Value of Business Diversity: % of White People & People of Color Who Believe Business Diversity Is Not Crucial for Professional Success
What We Know & What We Don’t: A Review
Importance of Diverse Workforce & Diversity in Recruitment is What Every HR Department Knows
Table: Here’s Evidence that Workplace Diversity Attracts Top Talent: % of Job Seekers Who Consider Diverse Workforce Before Accepting Job Offers
Table: Want to Increase Profitability Then Its Time to See How Diverse Your Workforce Is: Revenue Performance of Companies With High & Low Diversity Scores
Economic Benefits of Diverse Workforce & Inclusive Work Environment Are Well Acknowledged Facts
Including ALL in the Fold, Here’s What Companies Do Not Know
A Recap of Challenges Plaguing Successful Implementation of D&I Programs
Symptoms of a Workplace Lacking D&I
Microaggression, the Often Overlooked Yet Critical Symptom of a Non-Inclusive Work Environment
So What Can Companies to Do to Achieve their D&I Goals?
Implement D&I Best Practices in the Workplace
Acknowledging the Fact that Inclusive Leadership Vital to Success
Never Underestimate the Role of Manager Training & Bias Awareness in Achieving D&I Goals
Identifying & Addressing D&I Challenges
2. FOCUS ON SELECT PLAYERS
3. MARKET TRENDS & DRIVERS
Diversity Hiring Picks Up as Millennial and Gen Z Job Seekers Prefer Companies with Workplace Diversity
Table: Global Workforce Composition: % Breakdown of Male Vs Female Employees as of the Year 2021
Table: Global Workforce Composition: % Breakdown by Race & Ethnicity as of the Year 2021
Table: Gender Disparity of People in Leadership Role Continues to Remain: Gender of People in Managerial & CEO Roles in Fortune 500 Companies as of the Year 2021
Racial Discrimination Still Remains Rife in Workplaces in Europe & North America
Table: Despite the Fact Diversity is Beneficial for a Company, the Reality is that Corporate Leaders Remain White & Male: Representation of Workforce in the U.S. by Role, Gender & Race as of the Year 2021
What is Racial Discrimination?
Racism Remains the Bitter Reality Despite Laws
Slow Progress: Racism Continues to Survive & Thrive
Sexism & Racism: A Tough Combination for Women of Color
Ways to Effectively Deal with Racial Discrimination at Workplaces
Female Empowerment Still Remains Weak as Evidenced by Representation in Governments/Public & Corporate Sector
Table: Top Reasons Why Women Continue to be Under Represented in Companies & Politics Worldwide
A New LGBTQ Workforce is Here! Are We Ready to Create a More LGBTQ Inclusive Workplace?
Table: Composition of LGBTQ Workforce (In %) by Age Group as of the Year 2021
Table: % of LGBTQ Workforce Who Experience Discrimination in the Workplace
Important Role of Employee Resource Groups (ERGs) in Achieving Diversity in the Workplace
Technology Comes to the Aid of D&I Implementation
Using AI to Eliminate Biases
4. GLOBAL MARKET PERSPECTIVE
World Current & Future Analysis for Diversity and Inclusion (D&I) by Geographic Region - USA, Canada, Europe, Asia-Pacific and Rest of World Markets - Independent Analysis of Annual Spending in US$ Million for Years 2020 through 2027 and % CAGR
World 7-Year Perspective for Diversity and Inclusion (D&I) by Geographic Region - Percentage Breakdown of Value Spending for USA, Canada, Europe, Asia-Pacific and Rest of World Markets for Years 2020 & 2027
World Current & Future Analysis for Employee Resource Groups (ERGs) by Geographic Region - USA, Canada, Europe, Asia-Pacific and Rest of World Markets - Independent Analysis of Annual Spending in US$ Million for Years 2020 through 2027 and % CAGR
World 7-Year Perspective for Employee Resource Groups (ERGs) by Geographic Region - Percentage Breakdown of Value Spending for USA, Canada, Europe, Asia-Pacific and Rest of World for Years 2020 & 2027
World Current & Future Analysis for External Partnerships by Geographic Region - USA, Canada, Europe, Asia-Pacific and Rest of World Markets - Independent Analysis of Annual Spending in US$ Million for Years 2020 through 2027 and % CAGR
World 7-Year Perspective for External Partnerships by Geographic Region - Percentage Breakdown of Value Spending for USA, Canada, Europe, Asia-Pacific and Rest of World for Years 2020 & 2027
World Current & Future Analysis for Training & Development by Geographic Region - USA, Canada, Europe, Asia-Pacific and Rest of World Markets - Independent Analysis of Annual Spending in US$ Million for Years 2020 through 2027 and % CAGR
World 7-Year Perspective for Training & Development by Geographic Region - Percentage Breakdown of Value Spending for USA, Canada, Europe, Asia-Pacific and Rest of World for Years 2020 & 2027
World Current & Future Analysis for Recruitment by Geographic Region - USA, Canada, Europe, Asia-Pacific and Rest of World Markets - Independent Analysis of Annual Spending in US$ Million for Years 2020 through 2027 and % CAGR
World 7-Year Perspective for Recruitment by Geographic Region - Percentage Breakdown of Value Spending for USA, Canada, Europe, Asia-Pacific and Rest of World for Years 2020 & 2027
World Current & Future Analysis for Other Segments by Geographic Region - USA, Canada, Europe, Asia-Pacific and Rest of World Markets - Independent Analysis of Annual Spending in US$ Million for Years 2020 through 2027 and % CAGR
World 7-Year Perspective for Other Segments by Geographic Region - Percentage Breakdown of Value Spending for USA, Canada, Europe, Asia-Pacific and Rest of World for Years 2020 & 2027
The Current State of Diversity in the U.S., A Land of Cultural Diversity
UNITED STATES
USA Current & Future Analysis for Diversity and Inclusion (D&I) by Segment - Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments - Independent Analysis of Annual Spending in US$ Million for the Years 2020 through 2027 and % CAGR
USA 7-Year Perspective for Diversity and Inclusion (D&I) by Segment - Percentage Breakdown of Value Spending for Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments for the Years 2020 & 2027
CANADA
Canada Current & Future Analysis for Diversity and Inclusion (D&I) by Segment - Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments - Independent Analysis of Annual Spending in US$ Million for the Years 2020 through 2027 and % CAGR
Canada 7-Year Perspective for Diversity and Inclusion (D&I) by Segment - Percentage Breakdown of Value Spending for Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments for the Years 2020 & 2027
EUROPE
Europe Current & Future Analysis for Diversity and Inclusion (D&I) by Geographic Region - France, Germany, Italy, UK and Rest of Europe Markets - Independent Analysis of Annual Spending in US$ Million for Years 2020 through 2027 and % CAGR
Europe 7-Year Perspective for Diversity and Inclusion (D&I) by Geographic Region - Percentage Breakdown of Value Spending for France, Germany, Italy, UK and Rest of Europe Markets for Years 2020 & 2027
Europe Current & Future Analysis for Diversity and Inclusion (D&I) by Segment - Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments - Independent Analysis of Annual Spending in US$ Million for the Years 2020 through 2027 and % CAGR
Europe 7-Year Perspective for Diversity and Inclusion (D&I) by Segment - Percentage Breakdown of Value Spending for Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments for the Years 2020 & 2027
FRANCE
France Current & Future Analysis for Diversity and Inclusion (D&I) by Segment - Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments - Independent Analysis of Annual Spending in US$ Million for the Years 2020 through 2027 and % CAGR
France 7-Year Perspective for Diversity and Inclusion (D&I) by Segment - Percentage Breakdown of Value Spending for Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments for the Years 2020 & 2027
GERMANY
Germany Current & Future Analysis for Diversity and Inclusion (D&I) by Segment - Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments - Independent Analysis of Annual Spending in US$ Million for the Years 2020 through 2027 and % CAGR
Germany 7-Year Perspective for Diversity and Inclusion (D&I) by Segment - Percentage Breakdown of Value Spending for Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments for the Years 2020 & 2027
ITALY
Italy Current & Future Analysis for Diversity and Inclusion (D&I) by Segment - Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments - Independent Analysis of Annual Spending in US$ Million for the Years 2020 through 2027 and % CAGR
Italy 7-Year Perspective for Diversity and Inclusion (D&I) by Segment - Percentage Breakdown of Value Spending for Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments for the Years 2020 & 2027
UNITED KINGDOM
UK Current & Future Analysis for Diversity and Inclusion (D&I) by Segment - Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments - Independent Analysis of Annual Spending in US$ Million for the Years 2020 through 2027 and % CAGR
UK 7-Year Perspective for Diversity and Inclusion (D&I) by Segment - Percentage Breakdown of Value Spending for Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments for the Years 2020 & 2027
REST OF EUROPE
Rest of Europe Current & Future Analysis for Diversity and Inclusion (D&I) by Segment - Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments - Independent Analysis of Annual Spending in US$ Million for the Years 2020 through 2027 and % CAGR
Rest of Europe 7-Year Perspective for Diversity and Inclusion (D&I) by Segment - Percentage Breakdown of Value Spending for Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments for the Years 2020 & 2027
ASIA-PACIFIC
Asia-Pacific Current & Future Analysis for Diversity and Inclusion (D&I) by Segment - Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments - Independent Analysis of Annual Spending in US$ Million for the Years 2020 through 2027 and % CAGR
Asia-Pacific 7-Year Perspective for Diversity and Inclusion (D&I) by Segment - Percentage Breakdown of Value Spending for Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments for the Years 2020 & 2027
REST OF WORLD
Rest of World Current & Future Analysis for Diversity and Inclusion (D&I) by Segment - Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments - Independent Analysis of Annual Spending in US$ Million for the Years 2020 through 2027 and % CAGR
Rest of World 7-Year Perspective for Diversity and Inclusion (D&I) by Segment - Percentage Breakdown of Value Spending for Employee Resource Groups (ERGs), External Partnerships, Training & Development, Recruitment and Other Segments for the Years 2020 & 2027
Total Companies Profiled: 120

PREVIEW REPORT

YOUR PRIVACY MATTERS!

Our robust permission-based engagement strategy requires a one-time double opt-in and/or re-consent for all users. We will re-establish consent once a year from date of last use. Both these practices exceed GDPR mandates.

What we store: Primary coordinates such as email, company address and phone. In-house developed influencer rank.
How we store: Encrypted and additionally secured by firewalls.
How we use your data: Only to contact you directly. We never share your coordinates with any individual or entity outside our company for any reason.
Privacy queries: Privacy@StrategyR.com