Diversity and inclusion
Central Europe CFO Survey 2020
- Key facts
- External financial and economic uncertainty
- Cost expectations
- Risk landscape
- Sources of funding
- More than a quarter (27%) of CFOs told us that their company’s strategy and vision for D&I is well known and understood throughout the workforce.
- 28% of CFOs agree or strongly agree that their companies have a formal strategy for D&I in place.
- 38% of respondents from Business and Professional Services confirm D&I practices are a substantial part of the companies’ talent brand or strategy.
- 40% of the CFOs in the survey told us that their organisations use internal mechanisms like newsletters and intranets to tell their employees about their approach to and support for D&I.
- Among strategic priorities for the next three years, gender diversity is the most important aspect of D&I (confirmed by 50% of CFOs).
- The most popular initiative to promote D&I is to develop and issue an organisation-wide vision and set of principles – confirmed by 50% of respondents.
- Between 56% and 62% of CFOs confirmed that their companies have adopted formal written policies or standards with regard to discrimination, fair pay, flexible working, equal access to career development opportunities and standards for maternity/parental leave.
- More than one in four (27%) of respondents from Business & Professional Services told us that their CEO or other board members are also on the board of an external D&I-related organisation, NGO or association.
- A relatively high proportion of respondents from the Technology, Media, Telecommunication sector told us that their CEO or vice president is actively involved in promoting D&I issues through traditional and digital media channels (21%) and social media (24%).