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Sentiment About Organizations' DEI Environment
21%
The diversity of my organization's
leadership and management
group reflects the composition
of the workforce.
34%
My organization addresses
pay equity issues by
gender and race/ethnicity.
18%
My organization
addresses retention/
attrition percentages
by race/ethnic
groups and publishes
comparisons to senior
leadership, the BOD
and all employees.
Brandon Hall Group, Diversity &
Inclusion Study: What's Changing,
2020.
Conversations about Diversity, Equity & Inclusion
are happening in organizations throughout the
world, prompted by social movement, cultural
reconstruction and economic factors triggered
by the COVID-19 pandemic. When emergent
social themes make change imminent, businesses
stand at the forefront of both defining moments
and enormous opportunities to improve
organizational culture, business competitiveness,
employee engagement and talent retention.
Introducing both leadership
and staff to new ideas with
the objective of creating and
sustaining a new company
culture requires a commitment
to invest time, energy, and
resources into Diversity,
Equity & Inclusion practices.
Once a DEI program is initiated it is critical to
nurture and evolve the new knowledge, growing
awareness, and changing attitudes by developing
and offering continuing learning experiences.
Many organizations believe they currently
provide a diverse, equitable and inclusive
environment for their employees and yet do not
manifest the markers of a robust DEI culture
in leadership, workforce and customer base
demographics, pay equity and retention.
