Diversity, equity, inclusion and belonging initiatives lost steam last year — with HR professionals reporting they instead prioritized things like talent acquisition — but investments in such programming are back, according to a Nov. 1 report from Lattice.
A rush to fill job openings and a decline in media coverage may have contributed to the downward trend, according to the HR software company. But today’s renewed focus on retention has buoyed DEIB, Lattice said.
Notably, HR pros who are meeting or exceeding engagement, retention and performance goals said they also are addressing systemic discrimination at work, according to the report.
High-performing respondents were much more likely to say they’re training managers to root out bias in performance reviews, for example. They also invest in compensation equity more frequently.
But long-term DEIB goals can’t be met without continued commitment, Dave Carhart, VP of Lattice Advisory Services, said in the report. “A commitment to DEIB needs to be both sincere and sustained in order to find success,” he said. “Part of ensuring sustained focus is taking an integrated approach, weaving DEIB into all elements of your People strategy, including hiring, performance, and compensation.”
Lattice surveyed 820 HR and people professionals in July and August.
