According to the 2022 Workspace DEI Report by Culture Amp, only 27% of businesses with DEI initiatives know how to measure the effectiveness of such measures, whilst only 34% reported that they have sufficient resources to support their DEI initiatives. The report analysed data from over 2,100 companies and almost 300 DEI practitioners worldwide.
The report uncovered that only 30% of HR practitioners that were surveyed held a DEI-specific job title and only 39.7% of organisations had dedicated DEI roles. Of those DEI roles, an astounding 80% were created in the past 12 months. The report noted that those practitioners often lacked a supporting team that can enact significant strategic change setting DEI initiatives up to have limited impact or to fail.
Culture Amps’ study examined DEI across different talent functions from learning and development, benefits, organisational policies and talent management. The holistic data set showcased that less than half of all organisations surveyed are underperforming in areas related to DEI. Though the report pointed to the positive progress that has been made in regard to hiring practices. 70% of organisations surveyed reported that they have practices in place that enable them to source candidates from underrepresented groups, indicating that the workforce at large is moving toward more equitable talent acquisition practices.
A motivating force
For HR practitioners seeking to implement DEI initiatives within their organisation, there are a few motivating forces that lay a strong foundation for strategic DEI that they can turn to.
- Mission statement: A DEI mission statement signals to employees that diversity, equity and inclusion are priorities to the business and helps relay the organisational vision to which employees can align their actions to. As a result, the mission statement can help employees to feel proud of their organisation as well as cultivate a sense of team belonging.
- Employee Resources Groups (ERG): it is important for business leaders to cultivate connections and a sense of community for marginalised groups. One way to do so, aside from having dedicated DEI leaders, is to implement an ERG. These groups create a space for employees to feel included, allows them to build confidence and empowers them to make greater impacts across different areas of the business.
- Sponsorship programmes: Formal mentorship or sponsorship programmes are helpful to employees from underrepresented groups as they provide clarity around criteria and processes related to career advancement. Additional guidance and advocacy for employees can be built into the programmes ensuring that all employees have access to equal opportunities.
Paul Arkwright
Publisher
