As the Drinks Association seeks to broaden its D&I focus beyond gender, the 2022 D&I member survey results show member companies are making significant advances.
The survey was first introduced in 2020 to gather additional insights into how the overall drinks industry is progressing when it comes to D&I. Companies were invited to share how they are approaching D&I and the steps they are taking to establish a culture of inclusion.
The findings showed that 65 per cent of member organisations had set D&I targets relating to workplace composition (up 9 per cent from the previous year), with 69 per cent of those businesses committed to communicating their targets to all their employees. This is significant as it is important to have a plan that allows a company to determine their D&I objectives, measure progress, identify any barriers and take action where possible. The Embrace Difference Council's See Difference workstream believes that company-wide transparency and setting expectations make diversity and inclusion part of the company’s values, with behaviours embedded into its culture.
In 2021, 60 per cent of member organisations had Employee Representative Groups (ERGs) in place, an increase of 10 per cent from the previous year. Of these 60 per cent, 83 per cent have a strategy or policy in place for their ERGs. ERGs are voluntary, employee-led groups that come together to champion a shared focus in a safe environment. These groups require executive sponsorship, ensuring that the diverse voices of employees are heard at the most senior levels of business.
According to a 2018 Bloomberg study, companies with dedicated ERGs have reduced their turnover and increased performance and productivity. With 40 per cent of members yet to establish an ERG, the Embrace Difference Council encourages these companies to refer to the D&I Toolkit, which includes information on developing a network of D&I champions. You can request access here.
In line with the Drinks Association’s commitment to broadening its ambition for diversity and inclusion beyond gender equity, it is pleasing to see that 65 per cent of organisations have dedicated initiatives to drive inclusivity and belonging. According to the survey findings, the key areas of focus in Drinks Association member companies are strategies to better include and represent: Culture, Nationality, and Race (69 per cent), Aboriginal and Torres Strait Islander Peoples (46 per cent), All Abilities (38 per cent), Gender Identity (38 per cent), and Multigenerational Workforce (31 per cent).
The Scorecard and D&I survey are released annually, allowing progress and improvement to be reviewed and measured. The Scorecard enables member companies to benchmark their status within the industry, whereas the Toolkit supports advancing diversity and inclusion initiatives within organisations and is an excellent resource for companies of different D&I maturities. Used in conjunction with the D&I Diagnostic Scorecard, it provides tools and resources to support an inclusive industry and shows the difference that an inclusive and diverse workplace culture makes to a company’s performance. The Toolkit is constantly evolving; you can access the latest version by contacting Kylie Le Lievre.
Overall, when compared to the broader Australian business sector, the drinks industry is punching above the All Industry average in 7 out of 8 D&I policies .
As the Drinks Association looks to broaden its D&I focus in addition to gender, the D&I survey results show member companies are making significant advances.
The next D&I survey will be issued to HRDs by October.
Member companies can access the Toolkit and Scorecard by contacting Kylie Le Lievre.