Published: 22 April 2024
Summary
DEI has typically been viewed as additive, not integral to business. Thus, CHROs struggle to boost enterprisewide ownership of DEI outcomes. CHROs can bolster their impact with these best practices for embedding DEI in business goals, practices and culture, starting with the talent life cycle.
Included in Full Research
Overview
Key Findings
Only 38% of DEI leaders report working with colleagues in a consultative way on specific problems and challenges, leaving business leaders without a clear understanding of the link between DEI and their business priorities.
Bias infiltrates processes across the organization: about two-thirds of workers say their manager has exhibited one or more biases.
DEI efforts need to be felt by employees at the team level to have a more day-to-day impact. Only 28% of employees feel they can be vulnerable with their co-workers and two in five employees report feeling alienated by their organization’s DEI strategy.
Recommendations
In today’s evolving DEI landscape,
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