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Industry News

Not doing this one key thing will undermine all your DEI efforts

Almost all Fortune 500 companies have Employee Resource Groups (ERGs), yet only a fraction (5%) of organizations actually financially compensate their ERG leaders. This disconnect is another all-too-common example of the chasm between companies’ commitment to diversity, equity, and inclusion (DEI) and the actions they are taking to promote equity and inclusion. To narrow the gap, organizations need to take a critical step: Pay ERG leaders for the valuable, culture-building work they do.

There has been a huge increase in DEI professionals and DEI investment over the past 12 months, with an estimated 107% increase in DEI roles open at companies over the last five years. Culture Amp data show that half of organizations created their first DEI role in the past 12 months and most Chief Diversity Officers were hired in the past two years.

Yet there is still a further investment that needs to be made. Today, only 39% of organizations have DEI-dedicated roles, and these individuals tend to work as a team of one, which is a huge contributor to unsustainable workloads, given how much work needs to be done in order to root out inequity from organizations that have long been designed to produce it.

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