Most Companies Still Committed to DEI
Given the pressure on companies to walk back from their diversity, equity, and inclusion (DEI) programs, many might be surprised to find that 80% still remain committed to this practice.
This is according to a recent study A new path to inclusion: How to overcome legal and cultural constraints on building fair workplaces by Catalyst and NYU School of Law’s Meltzer Center for Diversity, Inclusion, and Belonging.
That's not to say, however, that companies haven't adjusted their policies. In fact, the survey found that 77% of organizations have shifted their (DEI) investments over the last three years.
And 51% of federal contractors have decreased their inclusion efforts under regulatory pressure; conversely, a majority of organizations that are not federal contractors (52%) have increased their inclusion efforts.
"Despite a high-risk legal environment, our research shows that DEI is not dying—it is evolving,” said Joy Ohm, vice president at Catalyst, in a statement. “We see a majority of organizations adjusting their strategies, so this is a story of adaptation, not a broad rollback. Even in the face of a concerted assault on the values of inclusion and fairness, many organizations remain deeply committed to this work.”
Public statements versus actual action
Organizations have signaled a retreat from inclusion efforts to a greater degree than they engaged in an actual substantive retreat. Over half (55%) of employees say their company signaled a public retreat from inclusion, but only 34% say it actually reduced work in this area.
The survey of more than 2,000 employees and leaders from medium and large US organizations found that this commitment is appreciated by employees and the company's leadership.
“The legal and cultural attacks on inclusion are daunting, forcing organizations to reassess their strategies—but they haven't changed the fundamental math,” said Emily Shaffer, senior director at Catalyst, in a statement. “Leaders and employees alike recognize that inclusive workplaces drive reputation, sales, and talent. This data proves that while the climate has shifted, the underlying commitment to the work remains unwavering."
Consumers also favor these policies, with 69% saying they are more likely to purchase products from companies that support inclusion efforts.
Additionally, 74% are more likely to apply for a job at a company that reaffirms support for inclusion.
Earned Universalism
The sentiment of both employees and leaders is the direct focus for the meaning of inclusion at companies to benefit all employees, but also to prioritize the needs of marginalized people.
To achieve this, the report uses a strategy called “earned universalism.” This approach focuses on unifying people around what they have in common rather than focusing on separate groups. However, it suggests that an organization must first "earn" the right to focus on everyone equally by proving it is actively removing the specific barriers and biases that certain groups face along the way.