Dubbed the Great Resignation, it has been reported that 52 percent of workers are expected to leave their job, which will continue to have an impact on the workforce development challenge that plagues our industry. And, a recent Inc. article by Marcel Schwantes, Founder and Chief Human Officer, Leadership From the Core, linked the role of Diversity Equity and Inclusion (DEI) in this mass exit trend. While DEI has certainly become a top business topic, he asked the important questions related to what companies are really doing to tackle DEI, as well as what employees think of the efforts.
The article shared a survey by Lever, a talent acquisition suite, that tackles this topic. The recently released report, State of Diversity, Equity, and Inclusion Efforts: Progress, Priorities, and Opportunities Report, details responses from more than 1,000 employed adults and 500+ HR decision-makers in the U.S. Here is the snapshot of the findings:
First, the good news. Companies have taken a variety of steps to achieve more diversity in hiring, including:
Making sure job postings are worded to eliminate bias (43 percent).
Posting jobs in non-traditional outlets (37 percent).
Replacing educational requirements with relevant skills or core competencies (36 percent).
Standardizing interview questions and rubrics (47 percent).
Using data and insights to uncover and address potential biases in the process (31 percent).
But, here is the challenge. Employees are not recognizing the changes and tactics being employed.
While nearly all (97 percent) employers report they have introduced new inclusion measures in the past year, approximately 25 percent of employees believe their employer has not introduced any new measures.
52 percent of companies introduced measures to ensure equal pay across titles or positions, but just 24 percent of employees report these actions at their organization.
27 percent of companies introduced or expanded inclusive benefits and perks, but just 9 percent of employees reported this step was taken at their organization.
So what are the lessons from this study? Defined metrics and then communication of the strategies employed related to DEI can’t be overlooked. Further, if your organization is to move the needle and make lasting impact in DEI metrics, it is key that such strategies are integrated at the core of the organization so they are lasting, and will likely gain better awareness with your teams.
AOE has deep expertise in planning and executing programs that will help engage your team on your DEI journey. Reach out today for a free review of potential activities!