{"id":126457,"date":"2021-11-25T10:39:55","date_gmt":"2021-11-25T18:39:55","guid":{"rendered":"https:\/\/www.questionpro.com\/blog\/?p=126457"},"modified":"2023-08-23T06:18:20","modified_gmt":"2023-08-23T06:18:20","slug":"diversity-equity-inclusion-and-belonging-deib-efforts","status":"publish","type":"post","link":"https:\/\/www.questionpro.com\/blog\/diversity-equity-inclusion-and-belonging-deib-efforts\/","title":{"rendered":"How to enhance accountability and ability in diversity, equity, inclusion, and belonging (DEIB) efforts"},"content":{"rendered":"\n<p><span style=\"font-weight: 400;\">One of the most difficult things to do in every aspect of life is to put words into action \u2014 and, when it comes to diversity, equity, inclusion, and belonging (DEIB) in the business environment, the task becomes even more complicated. Why does this happen? If we have the best intentions to make a change, shouldn&#8217;t it be easier to carry out practices to make our company a truly inclusive place where people are set up to thrive?<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">The quick answer is that changing an organization, from the employee chart to the ideology and values, is not that simple \u2014 but it is definitely not impossible, and it\u2019s a task that every single day becomes more important for leaders.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">DEIB has not only taken on a higher importance in the recent years\u2014rightfully\u2014 in every shareholders&#8217; meeting, corporate document or roadmap presented to the public, and, as an all-encompassing program, it\u2019s inescapable in any future project built by a modern corporation. According to data from a Harvard Business Review (HBR) study, <\/span><a href=\"https:\/\/hbr.org\/2018\/01\/how-and-where-diversity-drives-financial-performance\"><span style=\"font-weight: 400;\">over 70% of 1,700 surveyed companies all over the world have increased their DEIB efforts<\/span><\/a><span style=\"font-weight: 400;\">\u2014and this is true especially for developing countries.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">However, there&#8217;s more to the story than it seems: in this post we will take an in-depth look at the numbers behind the basics of a DEIB program, which will give us a little more insight into how we are doing as a society, and further, how we can enable our plans to improve accountability and execution in this important aspect within our company.<\/span><\/p>\n\n\n\n\t<div class=\"banner-section wf-section\" lang=\"\" >\n\t\t<div class=\"right-column-container\">\n\t\t\t<div class=\"bannerbg white\">\n\t\t\t\t<span class=\"h1-2\">Create memorable experiences based on real-time data, insights and advanced analysis.<\/span>\n\t\t\t\t<a href=\"#userliteForm\" data-toggle=\"modal\" class=\"button w-button\">Request Demo<\/a>\n\t\t\t<\/div>\n\t\t<\/div>\n\t<\/div>\n\t<div class=\"userlite-modal modal fade\" id=\"userliteForm\" tabindex=\"-1\" role=\"dialog\" style=\"display: none;\">\n\t\t<div class=\"modal-dialog\" role=\"document\">\n\t\t\t<div class=\"modal-content\" role=\"document\">\n\t\t\t\t<div class=\"modal-body\">\n\t\t\t\t\t<div class=\"modal-header\">\n\t\t\t\t\t\t<button type=\"button\" class=\"close\" data-dismiss=\"modal\" aria-label=\"Close\">\n\t\t\t\t\t\t\t<i class=\"material-icons\">close<\/i>\n\t\t\t\t\t\t<\/button>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div class=\"contact-us-form-wrapper contact-box\">\n\t\t\t\t\t\t<div class=\"userlite-form-wrapper\">\n\t\t\t\t\t\t\t<iframe src=\"https:\/\/www.questionpro.com\/userlite-form-blog-en.html?product=Workforce&amp;referralurl=https:\/\/www.questionpro.com\/blog\/wp-json\/wp\/v2\/posts\/126457&amp;lang=en&amp;cat=workforce-2\" style=\"display: block;\" ><\/iframe>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"demo-form-wrapper success-message-div\" style=\"display:none\">\n\t\t\t\t\t\t\t<p class=\"success-message-para\"><\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t<\/div>\n\t<\/div>\n\n\n\n<p><span style=\"font-weight: 400;\">To give us an idea of \u200b\u200bwhere we\u2019re standing, let&#8217;s start with the key part of the situation: designing and implementing a DEIB plan not only makes you a more inclusive, empathetic and&nbsp; efficient company, but evidence suggests it also positively impacts your bottom line. The same HBR study concluded that, when looking at six dimensions of diversity (migration, industry, career path, gender, education &amp; age), surveyed companies had &#8220;both 19% points higher innovation revenues, and 9% points higher EBIT margins, on average. All six dimensions had statistically significant correlations with innovation, both individually and collectively.&#8221;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">But \u2014 even if those are very encouraging financial metrics \u2014 let&#8217;s move over to what matters most within DEIB: people.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Over the past few years, and especially since the covid-19 pandemic, more companies announced that they are in the process of reassessing their relationship with their employees, and also reviewing how representative of the real world their workforce is. However, only a few companies have truly gotten involved to the point of making any significant changes, as <\/span><a href=\"https:\/\/www.shrm.org\/resourcesandtools\/hr-topics\/behavioral-competencies\/global-and-cultural-effectiveness\/pages\/improving-dei-raises-hrs-contribution-to-a-more-competitive-organization.aspx\"><span style=\"font-weight: 400;\">a SHRM report<\/span><\/a><span style=\"font-weight: 400;\"> found that 76% of US companies have no diversity and inclusion goals, whatsoever.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">And it gets even worse, because as we&#8217;ve seen in other aspects of the future of work, like remote work and flexible hours, there is a big disconnect between what employees really want from their companies when it comes to DEIB efforts, and what they are actually doing. In a QuestionPro Workforce survey, we found that 77% of the employees of the companies surveyed believe that a DEIB plan is strategic and essential for their organization, an amount that almost triples the small 27% of companies in the US that already have an ongoing plan and public objectives.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">This is not to say that there have been no improvements in the diversity and inclusion of some areas of HR, since corporate processes such as hiring, recruitment and retention of minority employees, as well as the placement of new diverse talent in better paid positions (especially within middle management) have lately increased with encouraging rates\u2014thanks to timely actions and a change of mentality.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">However, key points remain to be implemented, like promoting said talent to more strategic positions \u2014 or the C-suite \u2014, integrating them into <a href=\"https:\/\/www.questionpro.com\/blog\/succession-planning\/\">succession planning<\/a>, or even rating them fairly and equitably in reviews. In fact, one of the groups most affected in these aspects continues to be the one that is traditionally downplayed by the corporate gears: women of color.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">So it comes as no surprise that a Gartner study reveals that 88% of 113 HR leaders surveyed &#8220;felt their organization has not been impactful in increasing diverse representation.&#8221; This shows yet another problem in inclusion efforts, since <\/span><a href=\"https:\/\/hbr.org\/resources\/pdfs\/comm\/trusaic\/CreatingDEIculture.pdf\"><span style=\"font-weight: 400;\">according to a recent analysis by HBR<\/span><\/a><span style=\"font-weight: 400;\">, that focused on \u201cwho is in charge of meeting the DEIB objectives,\u201d shows that there is a lot of confusion from top to bottom, on whether it is mostly HR, high-ranking decision makers, department managers or even the CEO.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">What is there to be done, then? There\u2019s a clear path for companies to get from where they currently are <\/span><b>from words to actions<\/b><span style=\"font-weight: 400;\">. First off, <\/span><a href=\"https:\/\/www.shrm.org\/resourcesandtools\/hr-topics\/behavioral-competencies\/global-and-cultural-effectiveness\/pages\/improving-dei-raises-hrs-contribution-to-a-more-competitive-organization.aspx\"><span style=\"font-weight: 400;\">as SHRM suggests<\/span><\/a><span style=\"font-weight: 400;\">, a company must establish and communicate which core metrics will be emphasized in their DEIB plans, \u201csuch as the share of minorities among new recruits, training programs and employee turnover; employee metrics from surveys; and progress metrics on the rollout of specific programs and initiatives.\u201d<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">From there, there a few strategies that, if implemented wisely, might help accelerate the process for a company in a way that\u2019s clear, transparent and effective:<\/span><\/p>\n\n\n\n<ul>\n<li><span style=\"font-weight: 400;\">Set goals, targets and strategic objectives that are well understood by the entirety of your organization.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Be honest and transparent about current levels of racial representation within your company, whether you\u2019ve made strides in the area, or not.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Make a public pledge that\u2019s easily findable in your website, press materials, PR strategy and onboarding process.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Track progress, and set tasks and reviews for when milestones are reached. These can be highlighted across the management levels, all the way to the front lines.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Develop incentives for leaders to practice inclusive leadership and penalties for when they don\u2019t meet those goals.<\/span><\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400;\">Once you\u2019ve successfully implemented these actions and start seeing progress you\u2019ll be ready for the next step of your DEIB strategy. <\/span><b>Ability<\/b><span style=\"font-weight: 400;\"> focuses a lot more on what you already have \u2014 a healthy balance on your <a href=\"https:\/\/www.questionpro.com\/blog\/organizational-chart\/\">organizational chart<\/a>, diverse leaders, a thriving workforce, a growing sense of belonging and fulfilled employees \u2014 and not on what you\u2019re working to get.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Ready to create a workplace culture where everyone can reach their full potential? Learn more about how to get ongoing feedback from your employees and start taking action to make a positive impact in your organization with <\/span><a href=\"https:\/\/www.questionpro.com\/workforce\/\"><span style=\"font-weight: 400;\">QuestionPro Workforce.<\/span><\/a><\/p>\n\n\n\n<p><a href=\"https:\/\/www.questionpro.com\/workforce\/book-a-demo\/\" target=\"_blank\" rel=\"noopener noreferrer\"><button>Request a Demo<\/button><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>One of the most difficult things to do in every aspect of life is to put words into action \u2014 [&hellip;]<\/p>\n","protected":false},"author":64,"featured_media":126458,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[179],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to enhance accountability and ability in diversity, equity, inclusion, and belonging (DEIB) efforts | QuestionPro<\/title>\n<meta name=\"description\" content=\"One of the most difficult things to do in every aspect of life is to put words into action \u2014 and, when it comes to diversity, equity, inclusion, and\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, 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