As an organisation deeply committed to fostering Diversity, Equity, and Inclusion (DEI), our 2023 survey provided us with a valuable opportunity for introspection and we will be interested to see how the 2024 results compare in a few months.
There was a range of positive aspects to be highlighted from our first DEI survey, and also some areas for us to work on.
Our proactive approach to hiring individuals identifying as not having English as their first language stands out. According to the survey, 12% of our workforce falls into this category, surpassing the national average of 8%. This statistic reflects MTM’s commitment to embracing linguistic diversity and creating an inclusive environment where individuals from various linguistic backgrounds can contribute and thrive.
Furthermore, our efforts in LGBTQ+ inclusion are commendable. The survey indicates that 11% of our workforce identifies as LGBTQ+, compared to the national statistics of 8%. This demonstrates our dedication to fostering an environment where all individuals, regardless of sexual orientation or gender identity, feel valued and respected.
To address disparities and promote a more inclusive environment, we’ve taken several actions since the survey:
- Creation of a DEIA anonymous reporting tool for reporting any issues.
- Regular communication across the company via DEIA Spotlights to celebrate diversity.
- All-staff training on Building an Inclusive Culture at Work, held in summer 2024.
While we celebrate the progress we’ve made, we also acknowledge areas where we can strive for improvement. One such was the noticeable disparity between MTM’s staff ethnicity and the broader workforce demographics reported by the Office for National Statistics.
88% of our team identifies as white, which aligns closely with industry figures for the UK market research industry at 86%, as reported in a 2020 MRS survey. However, this percentage still falls behind the demographic makeup of the London workforce, which stands at 54% white according to national statistics. This highlights the importance of reassessing our recruitment strategies to attract and retain talent from diverse ethnic backgrounds.
While the perception of DEI initiatives at MTM was positive, when we asked whether people feel there are disparities in career progression and compensation, there were indeed differences in satisfaction levels by demographic groups. This highlights the need to maintain transparent and equitable processes in our reward and recognition procedures, and communicate the efforts we make to ensure fairness.
It’s important to note that as a small company, we can’t shift industry-wide bias on our own. However, by implementing these initiatives and others, we’re trying to play our small part towards moving in a positive direction.
Additionally, for transparency and methodological rigour, it’s worth noting that our survey base was only 48 respondents, conducted in 2023. Caution is advised when interpreting these results due to the small base size. Because our workforce is under 100 people, the percentage of staff in any given category is very sensitive to each new person we recruit or each person who leaves. For example, the percentage of MTM staff identifying as non-white has varied by +/- 5-10% year on year.
In conclusion, while we acknowledge the progress we’ve made in promoting diversity, equity, and inclusion within our organisation, our survey results serve as a call to action for continuous improvement. By leveraging these insights and taking proactive steps, we can chart a path forward that aligns with our DEI goals and empowers every member of our team to thrive.
Let’s stand firm in our dedication to creating a workplace that celebrates diversity, maintains equity, and embeds inclusion into our organisational culture.
Sources:
- MRS Diversity, Inclusion & Equality Report, November 16, 2020
- Office for National Statistics – Census 2021