GCRF Demonstrate Impact: Equality, Diversity and Inclusion - Zoe Jones, Innovate UK
The aim of this competition is to support demonstration-stage projects that have the potential to improve lives of people living in lower income countries and emerging economies. It will support projects that address one or more of the global societal challenges recognised as the UN Sustainable Development Goals through development of innovative, market-creating products and services. This is a two-phase competition. Phase 1 projects must explore the feasibility of running a demonstration project in phase 2 and applicants can use a human-centred design or technical feasibility approaches during this phase. A successful sub-set of phase 1 projects will be invited to apply for phase 2. Funding has been allocated from the Global Challenges Research Fund (GCRF), a £1.5 billion fund to support cutting-edge research which addresses the problems faced by developing countries. GCRF will address global challenges through disciplinary and interdisciplinary research and innovation, and will strengthen capability for research and innovation within both the UK and developing countries, also providing an agile response to emergencies where there is an urgent research need. GCRF forms part of the UK’s Official Development Assistance (ODA) commitment and will be awarded in a manner that fits with ODA guidelines. The webcast recording is now available: https://youtu.be/Ej4oyVi9INY Find out more about the GCRF Demonstrate Impact Programme: https://ktn-uk.co.uk/programmes/gcrf-demonstrate-impact-programme
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GCRF Demonstrate Impact: Equality, Diversity and Inclusion - Zoe Jones, Innovate UK
- 1. Equality, Diversity & Inclusion Zoe Jones Diversity & Inclusion Programme Specialist @zoejones07
- 2. 2 The case for Diversity and Inclusion Likelihood of increased Financial performance Gender diversity Ethnic/cultural diversity 21% 33% Source – McKinsey : Delivering Though Diversity (Jan 2018) Impact of diversity on executive teams
- 3. 3 What can go wrong?
- 4. 4 • The best ideas for innovation can come from anyone • Diversity within business is proven to contribute to enhanced performance and commercial success • Diverse teams produce better outcomes EDI at Innovate UK At Innovate UK we are committed to encouraging equality, diversity and inclusion in business-led innovation. We believe: We have targeted programmes to tackle underrepresentation and we work to embed EDI across everything we do.
- 5. 6 Gender equality and social inclusion • All Innovate UK-led GCRF competitions will have an a gender equality and social inclusion question • This question is mandatory but unscored • This ensures compliance with the International Development (Gender Equality) Act 2014 • Successful Phase 1 applicants will be expected to attend a workshop on gender equality and social inclusion to discuss good practice and share experiences • While gender must be addressed, good applications will show an understanding of diversity and social inclusion beyond gender
- 6. 7 Gender equality and social inclusion What is the potential? • What are the expected outcomes? • Who is expected to benefit? • Any potential negative impacts? • Any gaps in current understanding? How will you factor this into your project plan? • How will your project address gender equality and social inclusion? • How will you measure impact? • Reference in Q6 Who is involved? • The business and research partners involved (info on their experience, expertise and culture) • Any partners and collaborators that are fundamental to delivering impacts How is your project helping to promote gender equality and social inclusion?
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- Use this image if your presentation has a diversity focus
- Diversity significantly improves financial performance on measures such as profitable investments at the individual portfolio-company level and overall fund returns – Paul Gompers, Harvard Business Review n this article we’ll describe the research behind those findings and provide recommendations for reaping the business benefits of diversity. Decision makers fare best when they openly acknowledge and address homophily early on, understand that small adjustments in mindset and behavior can have lasting ripple effects, and diversify their personal as well as professional networks. HBR (2018) The latest McKinsey report: Delivering Though Diversity (Jan 2018) looking at companies across the globe shows that companies with the greatest diversity on executive teams outperform their competitors in terms of profitability. There are also similar trends when looking at longer term value creation. The report also demonstrates that there is a penalty for companies that are not diverse. Companies with lower gender and ethnic diversity on their executive teams are 29% more likely to underperform than more diverse companies. Boston Consulting Group (Jan 2018) surveyed employees at more than 1,700 companies in eight countries (Austria, Brazil, China, France, Germany, India, Switzerland, and the US) across a variety of industries and company sizes. (This was a followup study to one they reported on last year in The Mix That Matters: Innovation Through Diversity, BCG Focus, April 2017, and discussed in an accompanying TED talk.) We looked at perceptions of diversity at the management level across six dimensions—gender, age, nation of origin (meaning employees born in a country other than the one in which the company is headquartered), career path, industry background, and education (meaning employees’ focus of study in college or graduate school). To gauge a company’s level of innovation, we looked at the percentage of total revenue from new products and services launched over the past three years. Broadly, 75% of respondents said that diversity is gaining momentum in their organizations. Employees at companies in emerging markets (China, Brazil, and India) reported greater progress over the past several years than companies in developed markets. The biggest takeaway we found is a strong and statistically significant correlation between the diversity of management teams and overall innovation.
- where in a car accident you are 47% more likely to be seriously injured Women in Britain are 50% more likely to be misdiagnosed following a heart attack: heart failure trials generally use male participants. Speech-recognition software is trained on recordings of male voices: Google’s version is 70% more likely to understand men.
- We will cover the costs of them attending this (ie. I will from Demonstrate Impact budget) We would expect at least the Lead Partner to attend? Or representatives from each Project Partner per project?
- We will cover the costs of them attending this (ie. I will from Demonstrate Impact budget) We would expect at least the Lead Partner to attend? Or representatives from each Project Partner per project?