Real progress or
just for show?
2020 and 2021 were transformative years for DE&I. Many
organizations made pledges and promises to change.
But, two years on, have they made any headway? And if
not, why not?
We asked nearly 5,000 DE&I specialists, HR practitioners,
and business leaders from across the globe to find out.
Keep scrolling to discover their insight, or
What 5,000 business leaders across the world told us about their DE&I practices.
Diversity, Equity & Inclusion
Organizations have put
DE&I on the agenda
significantly
accelerated their efforts
Global results
Leaders know what
they want to fix
But organizations fall
back into old habits
Most organizations are focused on updating
their non-discrimination policies and deploying
foundational DE&I awareness training.
It's a worthwhile start. But our research shows that the actions
organizations are taking are not solving their challenges.
And that's not
delivering results
Organizations must embed DE&I into their talent and business practices and
processes. They need to change structures as well as behaviors, apply inclusive
design principles and cultivate inclusive leadership capabilities.
Because change must be
more than skin deep
Many organizations still see recruitment as their biggest challenge.
But more mature organizations are clear that they need to move beyond
recruitment and focus on advancing their underrepresented talent and
identifying diverse high potential leaders early. They also see the need
to be intentional about building diverse and inclusive teams.
Advancing underrepresented talent
To what extent do you agree that your organization faces the following challenges?
Recruiting underrepresented talent
Identifying high potential talent early
Building diverse and inclusive teams
Engaging employees in DE&I efforts
Retaining underrepresented talent
Strongly agree - Agree
Neither agree nor disagree
Disagree - Strongly disagree
71%
14%
15%
65%
18%
17%
65%
17%
18%
64%
15%
21%
61%
17%
22%
52%
25%
22%
No plans to introduce
it - I don’t know
We plan to introduce
it in 12-18 months
In place prior to
2020 - Added 2021
Inclusive leadership training
for people managers
Development of equitable
talent practices/processes
Training on unconscious bias
for all employees
Focus on a speak up culture
Acknowledging diversity events
Development of
non-discrimination policies
Global results
What DE&I practices do you have in place or are you planning to put in place?
Purposely creating diverse
and inclusive teams
DE&I integrated into business
processes (e.g. R&D, marketing)
77%
10%
13%
62%
13%
25%
60%
18%
23%
58%
22%
20%
43%
25%
32%
42%
31%
27%
32%
20%
47%
31%
20%
49%
No
Yes
Increased engagement scores
across demographic groups
Increase in promotion rates
of underrepresented talent
Increase in underrepresented talent
in our senior leadership group
Training attendance
Increase in hiring rates of underrepresented talent
Global results
Have you seen a positive impact from your DE&I efforts in the past 12 months?
Decrease in voluntary exit rates
of underrepresented talent
Increased innovation due to
diverse-by-design teams
43%
57%
36%
64%
34%
66%
31%
69%
30%
70%
17%
83%
17%
83%
NORTH AMERICA
LATIN AMERICA
EMEA
APAC
NORTH AMERICA
LATIN AMERICA
EMEA
APAC
of organizations have
in the last 12 months
Download your region's DE&I pulse survey results
download your regional report here
download your regional report here
