Pulsely aims to enhance companies' Diversity, Equity, and Inclusion (DEI) initiatives by providing DEI diagnostics. To effectively reach and engage target audiences, we recognize the need for a compelling online presence that addresses diverse subjects related to implementing DEI strategies.
How might we enhance Pulsely's online presence to connect with DEI stakeholders?
Pulsely Website (June 2021).
In our quest to understand the landscape of corporate DEI, we gathered some key facts and figures from reputable studies. Drawing from McKinsey & Company's report in 2020, we found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability.
“The business case for diversity in executive teams remains strong.” Source: McKinsey & Company — Diversity Wins: How Inclusion Matters
On the other hand, PwC's survey highlighted that 87% of global CEOs considered DEI a priority in 2020, but only 51% had a formal strategy in place. Furthermore, this report was crucial in helping us to understand the landscape of personas involved in today’s corporate DEI scene.
“Four different stakeholder groups (or 'Personas') and how they experience DE&I in their organisation.” Source: PwC — Diversity and inclusion in the workplace.
<aside> 🧑🏽 Their goal is to to create an inclusive workplace culture. They need to find a tool to gather DEI data and test it out. Their pain point is struggling to find a credible provider with a strong privacy policy and efficient data collecting method.
</aside>
<aside> 👨🏻 Their goal is ensuring the overall success and sustainability of the business. They need to understand the impact of DEI on key performance indicators. Their painpoint is a lack of visibility into the direct correlation between DEI efforts and business outcomes, which can make them disbelieve in DEI strategies.
</aside>
<aside> 👩🏼🦱 Their goal is to attract a diverse pool of candidates. They need a reliable DEI consultancy service or product to simplify complex concepts and provide clear guidance. Their main concern is falling behind on DEI initiatives, risking employee dissatisfaction and lack of diversity.
</aside>
