Perfeqta’s top 5 workplace DEI trends for 2022

A 2021 survey showed that 68% of respondents say a company’s actions around diversity, equity, and inclusion impacted their perception of the company and industry. In 2022, this percentage is only increasing as more organizations make DEI a key component of their employer brand.?

During last week’s LinkedIn Live Show , I was joined by Chelsey Caldwell, Perfeqta’s DEI and Talent Development Consultant, to share our top 5 workplace DEI trends for 2022. We recognize that current and future employees are asking for more transparency and equitable workplace practices, while company leaders are trying to create strategic plans to meet their DEI goals.?

To give you an idea of where organizations are focusing their DEI efforts, I’ve outlined Perfeqta’s top 5 workplace DEI trends for 2022 in this week’s newsletter.?

1. Companies are developing formal DEI strategic plans.

The murder of George Floyd and the resurgence of the Black Lives Matter movement in 2020 made organizations across the globe revisit their commitment to DEI in the workplace. This meant that employees were going to pay close attention to leaders’ efforts and hold them accountable to bridge the “say/do” gap.

Company leaders recognize that employees and their audience are not satisfied with a blanket statement about their DEI efforts. They need to create formalized strategic plans that include:?

• Clear and attainable DEI goals
• An outline of DEI programs and initiatives
• A budget
• Roles and responsibilities?
• Metrics to measure DEI success

Employees trust actions, not words. A strategic plan allows you to act proactively, instead of reactively as you work overtime to build the foundation of a solid DEI roadmap.??

2. Companies are investing in ongoing leadership and DEI training.

A one-off DEI training session is not enough. Oftentimes, training sessions on unconscious bias, psychological safety, addressing microaggressions, and being an ally are mandated once and never brought up again.?

In order to enact real change and make sure DEI is embedded in the DNA of an organization, these training sessions should be ongoing, perhaps on a quarterly basis to measure success. DEI should be led from the top down, so it starts with training leaders.

“It takes being intentional and continuing to grow in order to move that mark to upskill other people,” Chelsey says in our Live Show .?

3. Companies are working to create more diverse talent pipelines.?

Saying “diverse talent doesn’t exist,” is one excuse we are all tired of hearing. Companies have to take accountability for their lack of inclusive recruitment efforts and create a plan to attract diverse talent.?

We see more organizations being intentional about finding candidates from different backgrounds and expanding beyond their usual talent pool. This means partnering with other professional organizations with diverse members, and streamlining the recruitment process through the use of scorecards to grade candidates based on skills and experiences, instead of “culture fit.”

There is also a larger focus on adding benefits and more inclusive language to job descriptions to highlight the company’s commitment to DEI and providing equitable workplace practices.

Take a look at our LinkedIn Newsletter with 4 ways your organization can diversify your talent pipeline .

4. Companies are focusing on equitable practices inside the workplace to retain employees.

When we talk about DEI, we have to think beyond recruitment. In 2020, the average turnover rate among all companies in the U.S. was at 57%. This number forced organizations to reanalyze their workplace structure and identify why employees were leaving.?

The systems and processes an employee experiences after onboarding must be equitable. We’re seeing a shift and more companies are trying to remove biases in their workplace and put a plan in place to make sure historically excluded employees are in a safe and inclusive environment.?

This means organizations are providing professional development opportunities, mental health resources, and support to ERGs, just to name a few. Company leaders are also working to address the pay gap by conducting audits and being more transparent about salaries in job descriptions.?

If employees feel they are valued and supported within the first few months of being at your company, they are more likely to stay long-term.

5. Companies are rethinking employee engagement with a focus on inclusion.

The COVID-19 pandemic has completely changed work cultures worldwide. Whether your company implemented a hybrid work model, is remote, or is now shifting towards going back to the office, employees still need to feel a sense of community and belonging.

In a remote world, employees still want to be recognized, which is why more organizations are building recognition programs.?

Employees want to feel a sense of community and are structuring employee resource groups (ERGs) to create this safe space . ERGs are also helping create a feedback loop between historically excluded employees and leadership through engagement surveys, focus groups, and other initiatives.

Making DEI a priority is vital for company success and progression, but it must be done through a proactive lens and a commitment to self-evaluation and consistency over time. True change doesn't happen overnight.?

If your organization is ready to attract more diverse talent and create equitable workplace practices, Perfeqta is here to help. Our team can work with you on:

• Developing a DEI roadmap to identify action steps and key DEI metrics.?
• Creating an inclusive recruitment strategy to attract more diverse candidates.
• Facilitating company-wide training on allyship, anti-bias and inclusion, leadership best practices, and more.
• Providing Certified Career Coaches to invest in your employees’ development needs.
• Making sure DEI is a key component of your employer brand.?

You can learn more about Perfeqta’s services here . And be sure to watch our latest LinkedIn Live Show on Perfeqta’s top 5 DEI trends for 2022.