Dell’s effort on women’s progression also includes a leadership programme, whereby women that demonstrate potential to move up the ladder are nominated to join the scheme.
“We have a specific focus on women in our succession planning process. We scrutinise the development plans we have around them and consider how we can push them beyond their comfort zones and into roles into roles that we havent had a lot of women in historically. Around this we implement sponsorship and mentorship opportunities and continuously track the women’s progress.
“This is then cascaded through the organisation. The women teach elements of that programme to other women that are further down the organisation, act as role models and we scale those learning initiatives.”
Dell’s women in leadership programmes also explore networking, influence and some of the barriers that women typically face in the leadership context. Beyond this, Dell’s drive for diversity and inclusivity encompasses its employee resource groups (ERGs).
“ERGs are networks that connect team members with similar interests, such as environmental issues or pop culture. We have 11 in total and 25 thousand members across the globe, which is around 25% of our organisation.”
With 250 chapters around the world, Dell has created an avenue for employees to network, professional development and volunteering in the community. It is now using the network as a business resource in terms of attracting talent and generating new ideas.
Dell is also promoting flexible working across its organisation through its connected workplace scheme. For Moynihan, the programme and the many others that Dell operates boil down to creating a climate of inclusion, and ultimately a workforce that can have some impact in the world.
“What we’re trying to do is show, especially to young women, that if you work in this type of industry, you could be at the forefront of solving the world’s problems whether it’s healthcare, or famine,” Moynihan says.
“The biggest value of diversity for us is the focus on innovation and productivity in general. There is loads of evidence, and we have internal evidence, to prove that teams that are more diverse and more inclusive ultimately have higher employee satisfaction, higher customer satisfaction, and that results in a better bottom line.
THE POLL IS NOW CLOSED RESULTS WILL BE REVEALED AT THE FIRST WOMEN AWARDS ON 22 JUNE.