Over the past two years, we’ve seen a sustained focus on engaging authentically around diversity, equity, and inclusion (DEI) both in and outside of the workplace. And while many organizations have made progress, most still have gaps and vulnerabilities that present considerable risks amid a war for talent.
As the spotlight on DEI as a business strategy continues to shine, how can leaders advance and adjust their strategies in 2022? Based on United Minds’ research into employee perceptions of DEI in the workplace and the expanding role of the chief diversity officer, here are our top five predictions and recommendations.
In the wake of the murder of George Floyd, companies made commitments to advance DEI within their own organizations, many of which were later called out for lacking specific plans that would drive accountability and transform workplace culture. Employees and the market came to accept that it would take a year—well into 2021—to define and act against clear DEI goals. In 2022, that grace period expires.
Organizations should review their commitments now to quantify progress and plan for a transparent update. Leaders should celebrate successes and be prepared to acknowledge shortcomings, both internally and externally. Our research shows this as a huge area of opportunity: 87% of DEI leaders agree that performance exceeds perception and only 41% of employees strongly agree that they are receiving updates on DEI progress. It’s also a moment for organizations to...
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