Despite best of intentions, DEI strategies often fall short
One reason? Executives are not visible or proactive enough in showing support for DEI.
Although nearly all businesses have a diversity, equity and inclusion strategy in place or plan to do so next year, most lack the dedicated budget and resources to act.
“The social justice movement and other events of the last several years have put DEI at the forefront, and organizations are trying to figure out how best to turn words into actions,” said John Arendes, CEO of Traliant, which provides diversity and anti-sexual harassment training. “What our survey makes clear is that while DEI is becoming a business priority, making sustainable change is a long-term process, and executive leadership’s active involvement is crucial.”
Related: Survey: CHRO leads DEI efforts at more than half of employers
Traliant recently surveyed DEI executives from U.S. companies of all sizes in multiple industry sectors. Among the key findings:
Executives are not visible or proactive enough in showing support for DEI. Seventy-one percent of respondents said their executives are involved in decisions about endorsing and advancing DEI. However, only 13% within that group said their executives are proactive and visible in those activities, and 58% said they are not.
Budgets and resources are expected to increase in 2022. Eight in 10 respondents will allocate more budget and/or resources to DEI in 2022, regardless of whether they currently have any allocated. Forty-two percent said they will allocate 25% more to DEI, and 31% will dedicate 10% more.
The impact of COVID-19 on DEI efforts varies. Half of respondents said COVID-19 has not affected their DEI efforts, while 18% said it has complicated, delayed or worsened their efforts. Only 32% said COVID-19 has reinforced or driven improvements in DEI.
Respondents are only somewhat confident that employees feel a sense of belonging. Six in 10 respondents said they are only somewhat confident that employees feel a sense of belonging, inclusion and psychological safety, and 24% said they are somewhat unconfident.
It’s important for training to aligns with DEI goals, with regular updates. Seventy-two percent of respondents said it’s important that training is updated regularly so employees aren’t taking the same training year after year. Sixty-two percent said training should align with their strategy and goals.
“We know that people want to feel valued, respected and safe to bring their whole selves to work,” said Andrew Rawson, chief learning officer and cofounder of Traliant. “It’s a positive sign that respondents recognize the need to increase awareness and communication with employees about their DEI goals and strategy. These are key areas where ongoing education and training can make a difference.”
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