The Current and Future Situation of DE&I

Diversity, equity, and inclusion (DE&I) have risen to be at the forefront of organizations’ actions and strategies. An organization’s DE&I intentions vs. actions may be different, however. In a recent survey at Salary.com, we decided to put the DE&I intentions vs. actions to the test. With these results, it is possible to dig into where organizations are now, where they were previously, and where they want to be in the future.

DE&I Intentions vs. Actions Survey Results

The DE&I intentions vs. actions survey had 600-plus respondents. There were 17 questions to be completed in the survey, and they each had a two-pronged approach. This means that participants were asked about what their intentions were and what their actual actions are.

The 2022 DE&I intentions vs. actions survey reveal a -5.8% gap relative to what companies intend to do to address diversity, equity, and inclusion, and what companies are actually doing to address DE&I. This is down from a -7% gap in 2021. Although the gap is still there, it is closing, which is positive news in the overall landscape of DE&I.

Another result that was found in the survey is that 65% of HR professionals have proactive initiatives in place that demonstrate diversity is a strategic mission for their organization. This is also positive news as fosters inclusion in the workplace. The hope is that this number continues to rise and that further organizations implement proactive initiatives within their DE&I strategy.

90% of respondents intend to promote a culture in which employees feel supported and free to speak up. However, just under three-quarters agree or strongly agree that their employees do speak for themselves and feel supported. These numbers suggest that further work needs to be done in this area.

Discussions Need to Take Place to Address DE&I

As we can see from the results of the DE&I intentions vs. actions survey, progress is being made, but some areas still need improvement. There are many components to DE&I, so discussions need to be had between all parties within an organization to address how further improvements can be made. Lenna Turner, Head of DE&I and Compensation Consultant at Salary.com, offers her take:

“Different parts of the Diversity, Equity, and Inclusion culture can be so layered. You want to create that speak up culture, but you might also need to create some training around how that gets delivered or implemented, or how it’s allowed in your organization.”

Creating this culture in your organization will go a long way in addressing DE&I issues. Understanding the perspective of all your employees and taking part in training courses can educate team members on how they can approach DE&I. As well as this, it is vital for leaders to integrate their DE&I approaches into their business goals and objectives. Franchesca Carrington, Vice President of DE&I and Talent Development at SharkNinja, states:

“DE&I goes nowhere if it doesn’t start at the C-level.”

If senior-level members of the organization don’t take DE&I seriously, how can the organization move forward? It needs to start up here at this level in order for it to trickle down to lower levels of the organization. Employees at all levels need to be held accountable when it comes to DE&I, otherwise, it is ineffective.

Want to Learn More About DE&I?

If you want to hear more from some DE&I experts, watch the webinar at this link here. Watch and listen to them share their thoughts on DE&I, where we are now, and where we want to be. As well as this, they will also offer insights into how your organization can reach a stage where you have an effective DE&I strategy. Whether you need to improve your intentions, actions, or both, the webinar will help you gain a better understanding of how to do so.