Recently, a Workday study on the state of DEI came out. In this study, they surveyed over 3000 HR and business leaders from 23 countries. Here were a few of the top line bullets the survey data revealed:
The top four key reasons that make up the business case for DE&I are:
- Improve staff wellbeing – 41%
- Attract and develop talent – 40%
- Attract and recruit a diverse workforce – 38%
- Improve employee engagement – 38%
The DEI initiatives most commonly undertaken are:
- Positive action: to encourage diverse applicants – 36%
- DEI training – 36%
- Positive action: to support development and promotion – 36%
I hope that somewhere in this data one of the areas of focus is not only retaining and attracting talent in a diverse workforce, but also creating a culture of belonging and inclusion where people are treated equitably.
I hear the word “culture” referred to less today than in the past, but it’s the engine that helps to sustain positive results—even when it comes to DEI&B. And therein lies the opportunity and the challenge. Culture sustains DEI&B and DEI&B is one of the elements that spark the development of a healthy culture. If you’re not sure what to talk about in your next leadership team meeting, try out these six questions:
- How would you define the culture in your organization?
- Is it conducive to creating a sense of belonging and the kind of attentiveness that lets everyone feel seen and heard?
- Who’s out and who’s in, and how does that dynamic impact results?
- What is the organization doing to have the outsiders feel valued and appreciated because they are outsiders?
- Do the outsiders stay or leave?
- If they stay, are they able to be themselves or did they have to shape-shift to fit in?