What the future of DE&I will look like: A Q&A with Tiffany Davis

A new study reveals that DE&I plays an essential role in attracting and retaining employees. About 51% of the workforce weighs a company’s commitment to DE&I heavily in their job acceptance decisions, but only 42% of American employees believe their company effectively implements DE&I policies.

With companies falling short on their DE&I initiatives, they will have to readjust what DE&I looks like for their company’s culture. Tiffany Davis, ADP Chief Inclusion & Diversity Officer, discusses the evolving conversation around DE&I.

How is the conversation surrounding DEI evolving in 2024?

Inclusion – the “I” in DE&I – will be a higher priority in 2024, as organizations review their inclusion, diversity, equity and belonging programs, hiring practices and development offerings. Some organizations that have focused on supporting the development of certain groups have expanded their charters to include others and provide more comprehensive offerings with inclusion in mind. Education and awareness are critical as organizations consider reviewing and evolving their strategy toward an inclusion-first mindset.

Inclusion is important as you think about strategy because inclusion is really the act of workers feeling not only welcome but valued. It’s a critical piece before you can appreciate the differences between people, which is the diversity facet of this equation. That feeling of being valued is foundational for diversity to be able to flourish within any organization and for companies to be able to respect, appreciate and leverage the similarities as well as the differences of their people. Inclusion unlocks potential.

What impact can diversity and inclusion have on an organization’s business outcomes?

Organizations that value and embrace DE&I can make a true business impact. This means making a commitment to a strategic approach driven by a business case unique to the organization, coupled with strong leadership accountability. For example, will it help an organization’s population to better reflect the communities where a company operates and the clients that they serve? In addition, when employees feel a strong sense of connection, they are more likely to be fully engaged at work, according to the ADP Research Institute, and less likely to leave. In a tight labor market, attracting and retaining talent has a real business impact. Diverse teams, managed with awareness, can foster innovation, creativity and an enhanced ability to solve problems – all of which are incredibly important in a world that’s continuously transforming.

Related: Affirmative Action ruling could have an effect on DEI programs in the workplace

How can organizations create an inclusive culture?

Create DE&I goals and weave them through your culture, your hiring practices, your leadership behaviors, and build accountability. The key to a successful DE&I plan is to stay the course and set up programs and goals that will be long-term in nature. Once you’ve established the business case and created a long-term vision, identify the gaps and take steps to close them.

Business resource groups can be a place for people to connect with others both like and different from them. These groups empower workers to make a positive impact on themselves, their communities and the business. Inclusion can also be measured through employee sentiment surveys and other assessments, which can give you insight into where to adjust your efforts to continue making an impact.

What tools can employers use to drive their DEI strategies?

As organizations take a fresh look at their DE&I efforts in 2024, they need transparency into their people data to inform the actions they take and in turn, the difference they make. Employers today need up-to-date data on job position, geography, industry as well as worker demographics to accurately assess how they compare to other companies. Only with this information in hand can the organization create realistic, short-term and long-term goals.