Following the historic social unrest of this past year, many businesses have recommitted to prioritizing diversity, equity, and inclusivity. There’s been a palpable shift, in which the workplace has become a platform for social change, and indifference is an increasingly less viable option. In fact, a recent CNBC article notes “companies that don’t prioritize diversity could see investors ditch their stock.”
With money and reputation at stake, the challenge for many companies – and HR teams, in particular – is finding an effective path forward. According to Gartner, 64% of CHROs are now held accountable for DE&I progress. And yet research from Josh Bersin suggests 80% of HR professionals view their companies as “going through the motions” when it comes to DE&I – seeing no significant impact from the organization’s actions.
What is needed moving forward are sustainable, ongoing programs. One-time trainings may be well-intentioned, but they rarely move the needle on their own. Academic studies suggest the best DE&I approach is delivered over an extended period, integrated with other initiatives, and designed to increase both awareness and skills.