Inclusion and Equity

Corporate DEI strategies and equal opportunities

Inclusion and Equity

Corporate Focus and Investment

How much focus and investment is your organization placing on improving diversity and inclusion in the following?

91% of organizations are placing focus and investment on improving DEI to some extent. This has risen from 87% in our 2021 study, as well as 26% of organizations which are dedicating significant focus and investment to DEI, higher than 23% in 2021.

The data shows that organizations have more significant focus and investment in recruiting and hiring above all. However, the numbers unfortunately drop for investment in diversity initiatives.

Outreach Training and Investment Programs

Does your organization have any outreach training or investment programs to encourage a more diverse workforce in the following groups?

Concerningly, 32% of respondents say that their organization has no outreach training or investment programs to encourage a more diverse workforce. Fortunately, this number has fallen since our 2021 survey, when 41% reported a lack of such initiatives.

48% of respondents say that their organizations have outreach programs and investment targeting women, which has increased from 39% in 2021. Likewise, the numbers of programs for cultural and ethnic diversity have risen by 10% since 2021, and are also higher by 4% for LGBTQ+ communities.

Does your organization have any outreach training or investment programs to encourage a more diverse workforce in the following groups? (Continued)

Interestingly, the number varies across global regions, with over 40% of European, African and Asian respondents reporting that their company does not have any outreach or investment programs.

North American respondents report the smallest gap in outreach training and investment programs at 26%.

How have the efforts been run and what impact, if any, have they had? (Selected responses)

In response to this open question, respondents describe varying levels of action in their organizations, most addressing lack of female or ethnic representation in the workplace. Actions include recruitment, training, external education and networking, led by professionals at different organizational levels.

Many organizations are running early-career outreach programs such as internships and scholarships, some with strategic targeting. Yet some appear to be in early stages of their DEI journey with simple hiring quotas, quarterly meetings or in some cases nothing at all.

"Dedicated teams & management with specific project charters, goals & objectives and focus"

"It really just started, with one webinar per quarter where employees can join a 1-hour Zoom call over lunch... There are no affinity groups, volunteer activities, or other true "networking" yet."

"We have a Diversity Manager who is working on these things."

"We do workforce outreach through participation in career fairs with HBCUs, external organizations whose goals are to advance diverse talent and through internship/scholarship opportunities."

"There are a number of groups within the company that meet at regular intervals to discuss their concerns and needs. They also often sponsor seminars to help educate those within the company about their concerns and needs."

"Scholarships with a particular university, outreach to a Black PR networking group at the university, visiting lectures at the university"

"Driven by HR and superficial, not embedded in the day to day operations of the org"

"We are including universities with ethnically diverse student populations in our recruitment efforts."

"We don't have a scheme."

How have the efforts been run and what impact, if any, have they had? (Selected responses continued)

"We specify ideal characteristics for new hires. We have one hour one-on-one meetings with early career professionals in which we focus exclusively on their development, not company objectives."

"Participate in Women in Science with outreach and by bringing them into the lab to shadow scientists, internal book clubs for Diversity, LGBTQ, and celebration of Black History month along with Juneteenth holiday."

"There has been verbal endorsement for applying to Women in STEM programs."

"Most are support networks for individual employees that identify or are an ally for marginalized groups. There is also donation matching program for non-profits as well as regular learning lesson with employee resource groups."

"We connect with many organisations and our schemes work through larger multinationals"

"I personally run an outreach group for promoting entrepreneurship in women - but it's not "supported" yet - highly recognized and appreciated, but done as an extra over and above regular work. Many initiatives are progressing like this."

"Training has been designed but waiting to see actions."

"Talent days for women to network with senior talent managers."

"We have a Diversity Board giving gudiance and laying out a PoA"

"HR team is focused on building and executing those initiatives with the support of C-suite and BoD."

"Company has mentoring program for women in mid-level (director, manager) to gain skills and experience to advance to VP and higher. But no similar problem for BIPOC employees."

Fair Treatment and Equal Opportunities

Do you believe your employer provides fair treatment and equal access to opportunities?

70% of respondents believe that their employer provides fair treatment and equal access to opportunities.

This number is higher among male respondents and lower among female respondents.

Do you believe your employer provides fair treatment and equal access to opportunities? (Continued)

The number also varies across responsibility levels, as a third of respondents working at student and entry level believe that their employer does not provide fair treatment and equal opportunities and the remaining majority say they are not aware.

More than 70% of respondents working at senior, C-suite and board level say their employer does provide fair treatment and equal access to opportunities.