“The most diverse companies are now more likely than ever to outperform less diverse peers on profitability.” – McKinsey & Company
SIVO Insights recently conducted a national, quantitative study to better understand the current environment with employee diversity and inclusion. The findings reveal a staggering gap between organizational intent and employee perceptions.
Gap #1: Employees are unaware of D&I initiatives.
Multiple sources report U.S. companies spending $7-8 billion per year on D&I training, with the average employer spending about $1 million. Yet we found ONLY ~30% of employees think their employer has a diversity & inclusion initiative / program.
Gap #2: Despite feeling equipped to work in a diverse environment, most employees DO NOT attribute that to organizational D&I efforts and training.
The vast amount of resources being spent on D&I initiatives are not having their intended effect. Employees do not feel equipped to manage and improve D&I as a result of organizational efforts.
So, how can your organization work toward best in-class inclusivity?
Step #1: Identify problems, issues and gaps within your organization to ensure that you are working on the right solutions. Understand what matters to your employees so D&I efforts resonate and are meaningful.
What makes employees feel equipped to work with diverse co-workers in the absence of formal training? Is there a blind spot with your employees and leadership that needs to be explored? Are you confident your employees are representing your company’s D&I values?
Step #2: Align your D&I initiatives and communication plans to meet your organization’s unique culture and needs.
Training and learning can take place in a variety of formats. One of our research participants reflected on the meaning of diversity & inclusion as, “different characteristics and traits of my colleagues…including and learning about one another to form a community at work.” – Female, Age 45-60
Step #3: Enhance employee engagement in the D&I process so that it takes hold within your organization.
Consistent communication from leadership and integration into company values and expectations is integral to the success of D&I initiatives, including training. Employees will be engaged in the training and initiatives if they are aligned with your unique organizational culture (Step #2).
For additional survey details, visit Best In-Class Employer Infographic or email@example.com to get detailed research study results. Your organizational success is directly related to how effective and successful your D&I initiatives are. SIVO Insights can customize an approach to support you in your D&I efforts.
Jennifer is a seasoned, cross-functional researcher with 20 plus years in shopping and consumer insights, brand research and sales. Her previous client-side roles at General Mills, Inc. and Altria instilled a deep appreciation for the unique partnership role SIVO can play with clients in insights discovery and strategic application. As a researcher, Jennifer has a deep respect for traditional methods, but is most energized with business questions that require agility, a push to “think differently” and lean into the future (what could be.) Jennifer’s strong listening skills and intuition combine to effectively design customized research plans that help to answer complex and nuanced business questions.