OGUK Diversity & Inclusion Survey Report - April 2021

key findings

executive summary change is accelerating key findings society as a guide for the future


UKCS D&I performance and culture


of survey respondents rated the D&I culture in their organisation as strong or very strong

(on a 10-point scale) 2020 ukcs D&I index



regarded the D&I culture in their organisation as weak or feel that there is no D&I culture at all

The D&I Index score is lower among people between the ages of 31-40 compared to other age groups (6.8 versus average of 7.1)

6.8 vs


38% 15% Around 38% of the respondents believe that the D&I focus in their organisation has improved in the last few years. However, 47% feel that it only improved marginally or don’t know, whilst c.15% think it has declined to some degree 47%

People in business roles generally scored higher in terms of the D&I Index than those working in technical roles (7.3 versus 7.0)

7.3 vs 7.0 The D&I Index score for the offshore workforce (6.6) was typically around 8% lower than for those working onshore (7.2) , with flexibility, access to quality technology and IT infrastructure and offshore leadership being themain gaps

Around 36% of respondents have seen the importance of D&I increase due to COVID-19. c. 58% have seen no change, whilst only 6% have seen the importance of D&I diminish since the beginning of 2020

Increase 36% NO CHANGE 58% DIMINISH 6%

6.6 vs


introducing the ukcs d&i index

Most of the operators and the larger supply chain companies score well on D&I culture, this is not always the case for the smaller or medium size supply chain companies

ukcs d&i culture


and ways of working

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