Despite an increasing focus on workplace diversity, equity and inclusion (DE&I) efforts, bad behaviour persists within organisations, according to a new study.
The research carried out by change management consultancy United Minds shows a huge gap between corporate ambitions to advance DE&I and the actual lived experiences of their employees. In fact, nearly half of workers (47%) report that they have personally experienced and/or witnessed discrimination, harassment and/or microaggressions in their current organisations.
Additionally, 24% of employees who have experienced discrimination, harassment and/or microaggressions are considering leaving their organisation in the next year. Yet, only half of employees (52%) are prepared to ‘speak up’ or ‘report’ inappropriate treatment. In fact, nearly one-third (33%) doubted HR would swiftly and competently address complaints about discrimination and harassment.
INAPPROPRIATE BEHAVIOUR
The report also found that nearly 20% of employees doubt whether people treat each other respectfully in the workplace; and more than 30% doubt whether inappropriate behaviour is “not tolerated”. Employees also reported inconsistencies and roadblocks in the experience and opportunities for women and ethnically/culturally diverse professionals. For example:
- Only 58% strongly believe that men and women are treated equitably.
- Just 53% strongly believe that people from all ethnic and cultural backgrounds have an equal chance to be successful.
- Only 56% strongly believe that racist, sexist or otherwise discriminatory or offensive language is not tolerated.
In short, the study of staff at large UK, US & Canadian companies found that many employees are either doubtful or uncertain about the effectiveness of their employer’s DE&I efforts.
LACK OF LEADERSHIP COMMITMENT
Interestingly, the report revealed that 34% of all employees, including 39% of leaders, believe that DE&I initiatives are “a waste of organisational time, effort, and money.” Understanding – and addressing – the factors driving these perspectives is key to making progress, noted the study. The research found that leadership tone and behaviour is the strongest predictor of whether or not employees are satisfied with their organisation’s approach to DE&I.
In addition, more than a quarter of employees (29%) doubt whether their organisation was working hard to build a diverse, equitable and inclusive culture prior to the racial unrest in 2020. Although 57% of all employees are satisfied with their organisations’ approach to DE&I, nearly one-third of employees (31%) doubt whether their employer is actually investing sufficiently to advance DE&I.
DE&I REWARDS & RISKS
Nevertheless, the research found that employees recognise DE&I as a key driver of business outcomes; and that it pays even more dividends when considered as part of a holistic business strategy. Regarding recruitment, 79% believe a diverse, equitable and inclusive organisation attracts high quality talent. Around 71% agree that it is important to work for an organisation that values DE&I to retain staff. Approximately 80% believe that DE&I initiatives improve the organisations reputation among customers. Additionally, 72% believe DE&I initiatives improve the bottom-line.
Conversely, the report revealed that organisations that do not prioritise DE&I face significant risk; reputationally, competitively and legally. Around 63% staff agree that their organisation promises more than it delivers when it comes to DE&I; which can alienate employees and expose organisations to media scrutiny. Employees are becoming an increasingly powerful force in shaping brand reputation, noted the study. A separate United Minds survey, found that more than half of employees have used their personal platforms to speak out about their employers’ practices, policies and positions; both positively and negatively.
Finally, only 50% of employees are very satisfied with their current job. Around 55%, however, believe their organisation has the capacity to attract, grow and retain diverse talent; which impacts an organisation’s ability to deliver on its mission. Commenting on the findings, Kate Bullinger, CEO of United Minds (a Weber Shandwick consultancy), stated: “While it’s heartening to see the robust efforts organisations across industries and geographies are taking to advance diversity, equity and inclusion, it’s clear that the gap between ambition and impact is vast. Substantive and lasting change begins with understanding the true delta between effort and impact.”
OLD DE&I PLAYBOOK REDUNDANT
“The old DE&I playbook no longer works. The journey forward requires a deeper, data-backed understanding of the state of your organisation from the inside out,” pointed out Tai Wingfield, EVP and DE&I Lead at United Minds. “Benchmarking and measuring how organisations perform against key drivers of DE&I are essential tools for informing the right strategy; and operational model and guiding communications. This data demonstrates that businesses broadly play a critical role; and have a long road ahead in creating more equitable and inclusive cultures.”
The research “underscores a simple truth: DE&I is an ongoing imperative. While there is much more work to be done, there is also a tremendous opportunity to drive value and create the most impact for people and companies alike”, added Wingfield. To help organisations bridge the gap, United Minds has launched Code+ify; end-to-end solution that helps DE&I leaders define, resource and amplify their strategy and communications.
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