Is DEI failing, or is it working?

As diversity, equity, and inclusion (DEI) continue to take center stage in the workplace, leaders are pressured to prioritize these initiatives. However, according to research from Gallup, there is a disconnect between how HR leaders view their organization’s DEI efforts and how employees perceive them.?

?

In a recent HBR survey of 122 CHROs of large companies in the spring of 2022, 84% reported that their organization’s investment in DEI is increasing. They are implementing systemic changes, providing DEI training for managers, and creating employee resource groups and analytics teams, among other things. Yet, when employees were asked about their workplace’s DEI efforts, only 31% felt their organization was committed to improving racial justice or equality. Furthermore, even fewer employees felt that issues of race and equity were openly discussed in their workplace, with only 37% participating in a training program on DEI and 30% participating in a town hall on the subject.??

To address this disconnect, leaders need to understand the core DEI needs of their employees and where alignment is lacking. Gallup’s research (1) identified 10 employee DEI needs that are not being met:???????

1. Employers say they’re making DEI changes — but employees don’t see meaningful progress.
2. Employees still report discrimination at work.
3. Employees want equal opportunities for advancement.
4. Few employees — or HR leaders — describe their workplace as “fair.”
5. Employees don’t feel respected.
6. Employees want managers to recognize their strengths.
7. Employees aren’t confident their companies will do the right thing.
8. Employees want to feel comfortable being their authentic selves at work.
9. Employees want their managers to be comfortable discussing DEIB.
10. Employees don’t think employers care for their well-being.

Being treated with respect is a fundamental employee need and expectation. Unfortunately, employees do not feel nearly as respected as leaders believe: While 60% of HR leaders say employees are respected at work, only 44% of employees feel respected. Further, Gallup research shows that 90% of employees who don’t feel respected say they have experienced some form of discrimination at work. Employees want managers to recognize their strengths.?

?

To address these needs, leaders must initiate a dialogue with employees about their true experiences. Gallup recommends ten strategies to achieve progress:??

1. Uncover your diversity blind spots.
2. Clarify how your workplace handles discrimination.
3. Find sources of unfairness and track your progress.
4. Take steps to increase fairness in your hiring and promotion processes.
5. Discover trust gaps.
6. Help employees develop their strengths.
7. Take a closer look at who does — and doesn’t — feel respected in your organization
8. Upskill managers on inclusion.
9. Train managers to have conversations about DEI.
10. Encourage managers to regularly check in on employee wellbeing.

??

By investing in manager development and maintaining a dialogue with employees about their perceptions and experiences, leaders can make their DEIB work count and create lasting change in their workplace. The strongest workplaces listen to their people and see beyond their own worldviews before trying to solve a problem they may not fully understand.??

No workplace is perfect when it comes to DEI. But the strongest have something in common: They listen to their people and see beyond their own worldviews before they start trying to solve a problem they do not understand or even see.

Remember: Your managers play a pivotal role in DEI efforts — from relaying DEI updates to asking about employees’ well-being needs during moments that matter. By investing in manager development, you can set them up for success.

(1)?Gallup CHRO Roundtable ESG & DEI Check-In Survey (April-May 2022); Gallup Center on Black Voices — Jobs and Work 2022 (March 2022)

#diversityandinclusion #DEI #belonging #employeeexperience #workplaceculture #leadership #management #employeeneeds #HRstrategy #diversityblindspots #fairness #trust #inclusiontraining #managerdevelopment #employeeengagement #wellbeing #organizationalchange