Transforming Business with Inclusion and Innovation
Non-fiction / Business / Leadership / Diversity and Inclusion
Date Published: June 8, 2021
Hephzi Pemberton’s first nonfiction, business book The Diversity Playbook provides an empowering and uplifting experience. It contains proven expertise, factual examples and practical tools to transform your business and leadership approach with inclusion and innovation as a central shared goal and priority.
Her book demonstrates with clarity, relevant case studies and the latest research, as well as an applicable exercise in each chapter, to show how leaders and firms who embrace and embed inclusion and diversity into their business will benefit. They will be the businesses that innovate and adapt more rapidly. They will have a workplace culture that the latest talent seeks out and stays with. They will reach a wider set of customers and clients who feel valued and understood. They know that to achieve these benefits and many others besides, leaders and businesses now and in the future will have to take inclusion and diversity seriously.
DEI Data - Chapter 4 Blog:
DEI data and targets are imperative for success. Many firms fear what measuring their inclusion and diversity data will tell them, and others worry about the legality and consequences of disclosure. However, brushing the issue under the carpet will not make it go away.
In the UK, diversity data first emerged as a force to be reckoned with when mandatory gender pay gap reporting was introduced in 2017. As our awareness of inclusion and diversity broadens, firms will need to do more than capture the basics of gender diversity, such as recording the pay gap and counting the number of women on boards. Measuring the number of women on boards as the main indicator of inclusion and diversity is as limited as sourcing data from one competitor’s product to develop your entire pricing strategy. Diversity data needs to be broader and richer than gender ratios at the most senior level of a company.
Yet, even when company’s start to collect data, issues arise. It needs to focus on more than internal records, which can be too easily refined or manipulated to optimise their diversity data. Collecting external data to allow for industry benchmarks is one way to make data collection as holistic and robust as possible.
About The Author
In 2018, Hephzi founded Equality Group, an Inclusion and Diversity specialist business focused on the Finance and Technology industry. Equality Group helps companies to diversify their teams, using their executive search service, and creates a more inclusive cultures with their consulting and education services. Equality Group has partnered with many leaders in sustainable investing, such as Generation Investment Management, and Private Equity and Venture Capital firms who are committed to being leaders in inclusion and diversity.
Hephzi has been angel investing since 2010 and has invested in technology start-ups across AI, Logistics, Health and Beauty, E-Commerce and Education. She has also advised a number of businesses on their hiring practices, board composition, compensation structure, strategic and fundraising plans.
Alongside her commercial experience, Hephzi has founded a social enterprise called Kiteka, empowering female micro entrepreneurs in Uganda to access digital opportunities through mobile technology. Hephzi has sat on the board of trustees for three other charities focused on youth employment, homelessness and community development.
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