Four in 10 companies regard diversity and inclusion (D&I) as a risk mitigation and compliance issue and have no comprehensive strategy, new research finds.
The study, by global HR analysis company Josh Bersin, found fewer than 12 percent of companies compensate or track senior leaders for achievement of specific inclusion or diversity goals.
Data analysed in the report Elevating Equity: The Real Story of Diversity and Inclusion also found that around 75 percent of companies have no D&I goals and no D&I development in place for their leadership teams.
The study explained that, overall, HR professionals are not well trained to support D&I initiatives and managerial issues. In another study by Josh Bersin, D&I scored as one of the least capable areas of HR managers: 80 percent of respondents said they were “beginners”, while three percent said they had “deep expertise”.
The analysis company said the organisations that have achieved meaningful D&I outcomes are nearly four and a half times more likely to have a chief executive (CEO) who articulates the company’s D&I vision and transparently communicates progress.
It said: “One of the most important takeaways from the research is the importance of focusing on inclusion and belonging, which in turn makes diversity sustainable.
“A company can force workforce diversity in terms of race, ethnicity, or gender, but still have a culture in which minority employees feel disenfranchised.
“The research shows that a ‘hiring-only’ approach to addressing D&I issues is not effective. Minority candidates tend to leave an organisation if they feel excluded or see no diverse role models in leadership and management. Inclusive process design must be built into performance evaluations, rewards and pay, and development opportunities as well as all aspects of talent acquisition.”