Six actions to create genuine DEI policies
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Executive summary
Organizations that want to attract, retain, and advance talent must keep DEI at the forefront of their identity, even — and especially — in the face of the current backlash. But leaders can’t simply make superficial gestures. Employees can sense when their company’s commitments to DEI are performative, and they are willing to take their talent elsewhere when that is the case.1
This report, based on a survey of 2,572 employees in eight countries, identifies six actions that organizational leaders can take to implement genuine DEI efforts.
Organizational leaders must follow this roadmap of actions to show employees that their DEI commitments are sincere, especially as DEI efforts are being tested and weaponized as never before.
How to cite: Robotham, K., Jackson, D., & Van Bommel, T. (2024). Six actions to create genuine DEI policies. Catalyst.
Six actions that make a DEI policy genuine
Previous Catalyst research demonstrated that 75% of employees doubt the sincerity of their organization’s racial equity efforts.2 But what informs these judgments? Our findings reveal that more than half (52%) of employees’ perception of DEI policies as genuine is explained by an organization's communicating a fairness case, building accountability, acting with integrity, ensuring alignment, creating transparency, and preventing a climate of silence.3
Key findings
- More than half (52%) of employees’ perception of policies as genuine is explained by the six actions named above.
- Genuine DEI policies are linked to increased fairness and decreased discrimination, and they elicit more support from dominant group members.
- Employees from marginalized racial and ethnic groups, LGBTQ+ employees, and employees with disabilities are more likely to report encountering unfair treatment and discrimination, underscoring the need for genuine DEI policies.
1. Communicate a fairness case for diversity
“It seems performative and reactive rather than proactive. There still aren't many BIPOC or diverse people in leadership roles.”
–Chinese woman, 51, Canada
2. Build accountability
“My organisation is consistent and thorough in enforcing these policies and keep staff updated and trained in these policies.”
–White man, 47, United Kingdom13
3. Act with integrity
“[My company] is taking a stand both externally and internally, admitting bias and being transparent about its current diversity and inclusion, providing safe spaces for employees to report feeling psychologically unsafe, taking actual steps to remove bias, [and] empowering employees to create resource groups.”
—White man, 38, United States
4. Ensure alignment
“[Our company continues] to diversify and leadership is passionate about continuing to listen and shift things as needed.”
–African American woman, 39, United States
5. Create transparency
“I believe they are genuine because they make sure the policies and programs are visible and talked about on a regular basis.”
—Black woman, 37, United States