Report on the prevalence of different types of D&I programs and who is responsible for design and implementation of them.
Explore the motivations of organizations focused on D&I as a means of compliance versus those organizations that invest in D&I to drive learning and leverage of diverse perspectives.
Learn the personal characteristics and abilities needed to foster a culture of inclusion.
Address the most notable challenges facing effective implementation of D&I efforts.
Though frequently used together, the terms diversity and inclusion have different meanings. You can have a diverse workforce but not necessarily an inclusive one. Diversity is the mixture of demographics, psychographics, and experiences reflected in the workforce. By contrast, inclusion is the practice of recognizing and valuing all employee perspectives and contributions, and creating opportunities for all voices to be equally heard and inform organizational processes. In a culture of inclusive diversity the full potential of all employees is realized.
In our Talent Pulse research, we examined the antecedents and conditions of inclusive diversity. We asked HR practitioners and leaders involved with diversity and inclusion efforts about their current programs to shed more light on what is working and what is not. In fact, researchers recently found that mandatory diversity training that tries to police thoughts and behaviors does more harm than good. They often result in backlash and can make an organization less diverse in the long-run. In our survey, we asked about the D&I training offered but also explored the outcomes of those engagements to better understand the most effective ways to build inclusive diversity.