We recently conducted a diversity, equity, inclusion and belonging (DEIB) impact survey to gauge how DEIB is viewed at organizations across North America, Europe and Asia-Pacific. We asked respondents whether DEIB was a board-level agenda at their company, whether they’ve made any updates to their strategies this year and what activities they focus on to ensure inclusion and belonging.
We’ve highlighted some of the key takeaways below:
Board-level agenda item
61% of organizations surveyed said diversity, inclusion, equity and belonging is discussed at board level. And, a quarter (25%) do not view DEIB as a board-level agenda at all. Because a top-down approach to inclusivity is important for its success, this points to a problem.
30% of respondents said they had amended their companies’ DEIB strategies over the last six months. Although progress is being made, almost half (48%) have yet to make changes. This is surprising given the number of companies that issued statements about the racial injustice and social inequalities we experienced this year.
42% of survey respondents said they did not have a budget dedicated to DEIB and 23% said they did. Of those who said they have a budget, 63% said they will invest in education, followed by recruitment (51%), community involvement (40%) and technology (29%).
Popular DEIB activities
40% of organizations said they were conducting training workshops, followed by 34% leveraging technology to ensure job ads are inclusive. And just over a quarter (27%) run campus recruitment programs, have diverse interview panels (26%) and publish testimonials from diverse employees on their career sites to attract diverse candidates (26%).
Diversity and innovation
76 was the average score when respondents were asked to rate whether they agree that diversity is key to fostering innovation on a scale of 1-100 (with one being not important and 100 being very important). This shows promise that diversity is looked at as a key contributor to business innovation.