This summary is provided by the IPR Center for Diversity, Equity, and Inclusion.
Seramount examined three different crucial areas within the topic of diversity, equity, and inclusion (DEI) to help leaders navigate the DEI landscape:
1.) Commitment: How have employees’ perceptions of their leadership’s commitment to DEI changed?
2.) Progress: How have employees’ experiences of equity and inclusion changed?
3.) Desires: In these volatile times, what do employees want from their organizations?
An online survey of 3,000 U.S. employees working at large organizations was conducted in May 2024.
Key findings include:
1.) 76% of respondents agreed with the statement “I am committed to helping my company fight racism and injustice within the organization.”
– However, of those who said they were committed, 48% of managers and 76% of corporate executives also said they feel the “focus on DEI is overblown.”
2.) 78% of respondents indicated that it is “extremely” or “very” important for their company to be an inclusive organization.
3.) For Asian employees, 83% said they felt included in their teams, but only 58% said their direct managers were inclusive, and 49% said their senior leaders are inclusive.
4.) Though not directly DEI related, 57% of respondents said that it is “very” important for their company to issue a statement on a national or global political issue impacting its employees.
