Discussion of initiatives: Data-driven approach A data-driven approach, spearheaded by top management, is crucial to effectively measure the impact of diversity and inclusion efforts in management consulting. This involves the implementation of, and follow-ups on, exit interviews, well-being surveys, workplace assessment data, and sick leave, in addition to other health-related data to which the employee has consented to allow the employer access. All data usage should be in accordance with GDPR and other relevant regulations. By analyzing the data collected, leaders can identify barriers to gender diversity and develop strategies to address them. Diversity KPIs Introducing KPIs specifically tailored to measure gender diversity and inclusion efforts provides a structured approach to evaluating success. These KPIs can encompass various aspects, including recruitment, retention, and promotion metrics, offering a comprehensive view of the organizations commitment to fostering gender equity. To translate commitment into action, organizations can establish gender equity activities and targets. This could involve targeted initiatives to address gender imbalances in specific roles or departments, fostering an environment where everyone has equal opportunities for advancement. By setting realistic goals and ensuring regular follow-ups, companies can continuously advance towards achieving these targets, thereby fostering an environment of equal opportunity. It is also important to differentiate between outcome and process KPIs or data points. Outcome KPIs could include measuring the gender split in all organizational levels, while process data points could focus on gender distribution at different stages of the recruitment process. Incorporating specific gender diversity and inclusion targets into the goal setting and KPIs of partners and leadership can bolster diversity efforts. This not only demonstrates leaderships commitment to diversity but also provides a measurable framework for tracking progress and rewarding leaders who deliver on promises to improve gender diversity. Leaders can champion targeted initiatives to address gender imbalances in specific roles or departments, ensuring everyone has an equal chance of advancement. inclusive leadership training program. However, it is important to note that while Diversity, Equity, and Inclusion (DEI) leaders tend to be women or individuals from other minority groups, serving as token representatives, the responsibility for creating most diversity-related problems does not lie with these groups. Therefore, the commitment to diversity and inclusion must be shared across all levels of the organization, particularly among those in leadership positions who have the power to effect change31. Leadership training A pivotal aspect of advancing gender diversity lies in equipping leaders with the necessary skills. Implementing training programs that focus on how leaders can initiate conversations and create an inclusive environment is essential. This may include adaptive learning modules tailored to address evolving leadership and inclusion challenges, culminating in the development of a new GENDER DIVERSITY and INCLUSION METRICS with performance evaluations, linking leadership and managerial responsibilities 30% 29% 25% 25% 21% 20% 10% Allready implemented Dont know In progress Will be implemented Soruce: Data collected by the Association of Danish Management Consulting Firm32 According to a survey conducted in the last quarter of 2023 among 38 member companies from the Association of Danish Management Consulting Firms, 25 percent reported having integrated gender diversity and inclusion metrics into their performance evaluations for managers. However, 29 percent of the respondents are currently in the process of implementing these measures, and an additional 25 percent stated that they have plans to implement them in the future. 24 25 More women in consulting part 1 Release date: March 8, 2024 Board of Directors at the Association of Danish Management Consulting Firms (ADMCF) Editorial: Katrine Friborg Heitmann, DI Advisors Photos: Getty Images, Implement Consulting Group Work Group More Women in Consulting: Anne Livbjerg Roed, Implement Consulting Group P/S, H Introduction Womens representation in the industry In 2021, the Association of Danish Management Consulting Firms published a catalogue of hands-on initiatives, from the industry to the industry, aimed at improving gender diversity within the sector. 19 % Top Leadership Managers 21 % Consultan Closing the wage gap Despite strides made towards gender equality, on the labor market in general women often earn less than men in comparable roles, with similar levels of experience and seniority3 with a confirmed job-to-job difference at 7%4. While specific industry wage data may not be available Discussion of initiatives: Developing a pay equity framework and conducting regular audits A standardized approach is necessary to ensure fair and equal pay for the same work or work of the same value for employees in management consulting firms. Notably, several consultancies have already implement We are testing out bias reminders ahead of performance reviews as a tool to create awareness about unconscious bias in situations where it can really make a difference Womens non-promotable work An essential facet of pertinent research to incorporate into this discourse is the No-Club research5. Th Parental leave As of August 2022, the parental leave regulation in Denmark was changed, reserving 11 weeks of parental leave to each parent9. Preliminary numbers show that men have started to take more parental leave10. According to the new figures from Udbetaling Danmark, fathers are now taking up From catalogue #1 to #2 As highlighted in the first catalogue, the strategy of gradually reducing workload before the leave and slowly ramping up again after returning remains a prevalent practice in the industry. Alternatively, employers might be given the opportunity to focus solely on internal ta Key initiatives to meet these needs during parental leave Establishing an open dialogue before, during (if preferred by the employee), and after the transition to parenthood. Emphasizing this initiative is crucial, as it stands out as one of the easiest and most cost-effective measures for companie I experienced that the loss of control associated with becoming a mother felt more extreme when wanting to simultaneously nurture ones career, and fearing the consequences that pregnancy can bring... In this context, sparring with someone who understood the situation could contribute to increased we CHECK-INS with MANAGER or SPONSOR/CAREER COUNSELOR to ensure ongoing expectations and provide support before, during, and after maternity leave 100% 92% Industry example Employees have access to healthcare guidance. This means that there is an open, honest, and confidential dialogue about everythin Leadership In the management consulting industry, where client relationships and high-performance teams are crucial elements to a successful business, leadership plays an important role. Leaders must be active advocates for gender diversity, using their influence to drive change, both within their o Discussion of initiatives: Data-driven approach A data-driven approach, spearheaded by top management, is crucial to effectively measure the impact of diversity and inclusion efforts in management consulting. This involves the implementation of, and follow-ups on, exit interviews, well-being surveys Culture audit and employer branding The consulting industry has historically had a predominantly male workforce and and client base. While the industry consists of almost 40% women today,33 remnants of historical and cultural practices persist, posing potential challenges to inclusion and diversity. Common termite bias phrases39 Discussion of initiatives: Mobilizing men for gender diversity Engaging men in the pursuit of gender diversity in the workplace is crucial. Research from BCG demonstrates that organizations that actively involve men in gender diversity efforts report making 96% progress the company as a place that not only values psychological safety but also prioritizes transparency, authenticity, and continuous learning. This can lead to an increase in the number of applicants, including more female applicants and it may retain existing employees for a longer period. Organizatio UNCONSCIOUS BIAS TRAINING raising awareness and promote understanding of biases that impact decision-making and behavior 40% 42% 30% 29% 20% 17% 13% 10% Allready implemented Dont know In progress Will be implemented Soruce: Data collected by the Association of Danish Management Consulting References 1. Data collected by the Association of Danish Management Consulting Firms 2. Top leadership consists of female CEOs and VPs in a combined director category. Data is from 2020 Managers: Data is from November 2021. Consultants: Gender distribution for full-time non-managerial employees