Guest Column: The Impact of The WICT Network’s PAR Workplace Diversity Survey
By: Maria E. Brennan, CAE, President & CEO, The WICT Network
For two decades, The WICT Network has been at the forefront of championing gender diversity and inclusion in the media and entertainment industry through its groundbreaking PAR Survey. As we celebrate the 20th anniversary of this milestone initiative, it is a moment to reflect on the profound impact the PAR Survey has had in shaping corporate cultures, fostering equality, and driving meaningful change.
Maria Brennan
PAR, which stands for Pay equity, Advancement opportunities, and Resources for work-life integration, has served as a vital tool for assessing and benchmarking gender diversity and inclusion practices across our industry. By providing a comprehensive framework for evaluating key metrics like these, PAR has helped empower companies to identify areas of success as well as opportunities for improvement. The data each company receives allows them to implement targeted strategies that focus on their specific workforce strengths and weaknesses. Among the most remarkable aspects of the PAR Survey is its ability to catalyze meaningful dialogue and action within participating companies. By providing objective information, the survey enables organizations to not only measure their progress but also hold themselves accountable for necessary change. This enviable culture of transparency and accountability puts our industry in very rare air and has proven to be instrumental in driving progress towards greater gender equality.
One may ask, why do corporate leaders put so many resources into their DEI practices? They do it because the data makes the case clear: stronger DEI practices lead to better, stronger companies with greater shareholder value, higher staff productivity, and improved workplace morale. (Go to wict.org/diversitystats for more.)
Over the past two decades, the PAR Survey has evolved to become more than just a benchmarking tool—it is a robust initiative that serves as a catalyst for innovation and best practices. In addition, The WICT Network takes advantage of non-survey years to design webinars and workshops that help HR and diversity leaders understand the workforce trends to find ways to devise short- and long-term DEI solutions.
Survey participants have leveraged the PAR insights, alongside any additional DEI efforts, to implement a wide range of their own initiatives, from mentoring programs and leadership development activities to flexible work arrangements and diversity training programs. The collective initiatives have not only benefited individual companies and employees but have also contributed to the overall success and competitiveness of an entire industry.
As we use this anniversary to rightfully applaud the six companies that have most consistently risen to the top of the PAR Survey over the last 20 years, we also recognize those organizations that have more recently focused resources on their DEI efforts. Whether new or established in the practices of diversity and inclusion, each demonstrates their commitment to improvement and moving the needle forward faster. And their workforces are the beneficiaries.
PAR’s Platinum Anniversary serves as a reminder of the progress we have made and allows us to pause to think about the work that still lies ahead. While much has been achieved, women are not yet at parity with their male counterparts. By doing the work, however, we ensure that every individual has the opportunity to thrive and succeed, regardless of their demographic, in spite of their differences. By continuing to champion initiatives like PAR, and by creating a culture of belonging, all can enjoy a more positive and prosperous future for today’s generation and the many generations to come.
