The Concept of The Diversity Council
The Diversity Council is a strategic corporate alliance and a unique international diversity accelerator with bold ambitions. From the very outset, when The Diversity Council was founded in Denmark, the key objective has been to address the barriers that obstruct the advancement of more women into the top level of management. The Diversity Council is now active in the Nordic region, based in Copenhagen.
The Diversity Council consists of 2 annual meetings of the CEO Committee, and 2 annual HR meetings, to best facilitate knowledge and best-practice sharing and dialogue with press and politicians. Partners also have access to our talent development courses that build the pipeline by empowering female leaders throughout the company.
In the Council we are committed to doing the ongoing work required to implement real change and transformation. When investing in shared solutions, everyone will achieve a better ROI, also in terms of talent attraction, development and retention.
Though established to specifically advance corporate gender parity, The Diversity Council will also go on to consider diversity in a wider sense.
KEY REASONS TO PARTICIPATE IN THE DIVERSITY COUNCIL AND LEVERAGE THE ALLIANCE:
- Positively impact the bottom line
- Engage with the entire talent pool
- Attract highly competent female leaders
- Build and retain a strong pipeline of high-potential executive women
- Access valuable research and share lessons
- Ensure broad stakeholder representation.
THE DIVERSITY COUNCIL IS CURRENTLY FOCUSING ON THREE STRATEGIC AREAS:
- Strengthening the pipeline of female talents
- Promoting inclusive culture and leadership
- Preparing to be the preferred workplace of the future
Why diversity matters
Research proves that diversity in management and throughout the company positively impacts the bottom line: boosting profits and raising performance. In a 2018 report, McKinsey & Co, showed that companies with the most gender diverse management teams were 27% more likely to achieve above-average profit margins.
Furthermore, as shown in this figure, it is vital to utilise the whole talent pool, and prevent the loss of high potential female talents as they move up the pipeline.