Building Inclusion into DEI strategy: Insights from HR Leaders
Building a DEI strategy that effectively delivers on its promise of inclusion can be challenging. However, spending the time developing a successful approach will ensure the benefits of DEI are not lost. What resources are HR leaders providing to employees to build an inclusive culture, and what challenges are they facing?
Want more insights like these?
Join our community
No selling.
No recruiting.
No self promotion.
More like this
Building an Effective Executive Succession Plan
View insights
Software Engineering Teams Plan to Scale Up Productivity
View insights
Maintaining Software Team Productivity During Downsizing
View insightsOne minute insights:
DEI training and unconscious bias training are common tools provided to employees to build an inclusive culture
Employee resistance, and measuring the success of inclusivity initiatives, are commonly cited challenges to building an inclusive culture
Most HR leaders feel their work culture encourages employees to come to work as their authentic selves
Inclusive cultures include DEI training, bias training and mentorship programs
73% of HR professionals say their organization provides employees and leadership with DEI training to create a more inclusive culture, the most commonly selected resource.
What resources has your organization provided employees in order to create a more inclusive culture? Select all that apply.
Employee resource groups (ERGs) 50% | Created safe reporting channels (i.e. for instances of bias, microaggressions, etc.) 50% | Employee emergency assistance programs 50% Family planning benefits (i.e. time-off, IVF/adoption assistance, etc.) 40% | Updated mission statement to be more inclusive 40% | Updated corporate language to be more inclusive 37% | Sponsorship programs 23% | Created a calendar to celebrate multicultural events 23%
n = 30
Please join or sign in to view more content.
By joining the Peer Community, you'll get:
- Peer Discussions and Polls
- One-Minute Insights
- Connect with like-minded individuals
Question: What is one thing your organization should be doing to create a more inclusive culture that it isn't currently doing?
Make DE&I part of [the] organization’s growth KPIs
While we have made efforts to promote diversity and inclusion, one thing we are lacking is investing in educational programs for everyone that needs it.
Employee resistance and effective success measurement are primary challenges
The two most commonly faced challenges to creating an inclusive culture cited by HR professionals are employee resistance to change (43%) and difficulty measuring success (37%).
What challenges have you faced when creating an inclusive culture at your organization? Select all that apply.
Lack of stakeholder support 27% | Lack of leadership (i.e. no Diversity Officer or leader to champion DEI) 27% | Unclear feedback channels 13% | Other (fill in__) 3%
*Other: None
n = 30
Question: What advice would you give organizations who are just starting to build an inclusive work culture?
Add everything to your employee/organization handbook and clearly announce it to staff
HR professionals report their culture provides an environment of authenticity
How do you feel about the following statement: “My organization’s culture encourages employees to show up as their authentic selves at work.”
73% of respondents agree or strongly agree that their organization’s culture encourages employees to show up to work as their authentic selves. 10% disagree or strongly disagree.
n = 30
Note: May not add up to 100% due to rounding
In their own words...
Question: What advice would you give organizations who are just starting to build an inclusive work culture?
[DEI] training needs to be contextual, not compliance. Layer reminders and moments to surface the importance of DEI work into all your business rhythms/programs. Effective change is both relational and systemic.
Role model good behaviour. Live your values, Reward and celebrate where inclusivity works, [and] call out bad behaviours.
Communicate, understand and listen. Create inclusivity for your org, don't copy because what's good for us is not necessarily needed for others. What works today may not work tomorrow, so keep your mind and vision open to accept the changes to make you believe and make others understand and believe.
Respondent Breakdown
