5 data-backed DE&I initiatives that work
A report from Culture Amp shows how DE&I work affects the employee experience. Here’s what they found that moved the needle.
In response to the movement for racial justice in the summer of 2020, organizations committed to advancing diversity, equity and inclusion efforts, but have those generated actual change?
Culture Amp’s “2022 Workplace DEI Report: Understanding the DEI Landscape” compares what HR and DE&I professionals are doing with how employees feel about the actions.
In the “Understanding the DEI landscape” survey, 85% of HR and DE&I practitioners agree their organizations are building a diverse and inclusive culture. Yet only 34% of respondents say they have sufficient resources to support this work and 27% say they know how to measure the effectiveness of its DE&I initiatives.
Given that resource squeeze, here are some of the most effective strategies and tactics to consider to make the most of your time and budget.
1. Document your DE&I policy
Formalizing organizational policies is a starting point for any HR strategy, the report says. And the majority of respondents indicate their organizations have an anti-harassment policy (95%), a code of conduct (93%) and an anti-discrimination policy (92%).
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