Call for data

Vision

Business leaders have the transformative power to contribute to a more open, diverse and inclusive society. Researchers can provide them with the analytical tools and expertise to identify existing barriers to a diverse workplace and test evidence-based solutions. Together, we can fix the talent pipeline.

Context

Diversity is a major issue in the corporate world. Women and people of color remain significantly underrepresented, with fewer of them hired at entry level, and representation declining further at every subsequent step. Despite increased public awareness and support, progress towards equal representation has stalled in the past 20 years. In the United Kingdom, for example, the percentage of women among managers, directors, and senior officials has only grown from 31% in 2001 to 35% in 2018 and the share of women among chief executives or senior officials has stagnated at 23% during that same time span.

Source: Office for National Statistics

The “business case” for better representation at work is multi-fold: diversity brings more creativity, a different perspective that incorporates the needs of a diverse pool of customers and a better image for the firm, which helps attract top talents.

Source: Ghazala Azmat and Anne Boring, Gender diversity in firms, Oxford Review of Economic Policy, Volume 36, Issue 4, Winter 2020, Pages 760–782

Collaborate with us

If you want to make more informed decisions to attract and retain a diverse pool of talent and help up extend the research frontier on these topics, we can help you:

  1. We bring our quantitative insights and expertise in diversity hiring and retention to your company. Leveraging your personnel data, we help you diagnose your strengths and weaknesses in creating an inclusive workplace.
  2. We help you design, implement and test evidence-based changes to your personnel management decisions. These changes range from improving mentoring and networks or making the firm’s culture more inclusive to introducing family friendly policies (e.g. better parental leave, childcare coverage etc…) or implementing quotas.

We typically publish the results of our analysis in scientific journals. We can anonymize ourfindings so that the research doesn’t contain your company’s name or any other identifying information.
We invite interested firms to contact us. You can email us at hubequalrep@lse.ac.uk.