Over the past few years, businesses have invested billions in promoting diversity, equity, and inclusion (DEI) in the workplace but often lack insight into how effective those initiatives are. Health and productivity research nonprofit Integrated Benefits Institute (IBI) conducted two surveys to assess the importance of workplace DEI initiatives to employers and to measure engagement, belonging, and employee well-being.
Most (91%) employers offer DEI programs, and 80% of employers view their efforts positively. Larger companies, especially those with over 1,000 employees, prioritize DEI efforts more than smaller businesses. Seven out of 10 employers feel their organization pays sufficient attention to increasing DEI.
Employers’ efforts include:
- having a staff member whose main job is to promote DEI at work (37%);
- conducting trainings and meetings on cultural sensitivity (52%);
- having policies to ensure everyone is treated fairly in hiring, pay, or promotions (54%); and
- having employee-sponsored affinity groups or employee resource groups (22% and 32%).
IBI’s analysis highlights the importance of fostering a sense of belonging among employees. Employees who perceive support, connectedness, being accepted, respected, and valued are more than three times as likely to be physically healthy, more than five times as likely to be socially healthy, and more than four times as likely to be mentally healthy.
“Belonging is not just a ‘nice to have,’ it’s a must to have in the workplace,” says Carole Bonner, researcher at IBI. “IBI’s analysis found that a strong sense of belonging leads to higher work engagement and improved health and well-being. It’s important for organizations to create an environment where everyone feels valued.”
However, 30% of employees do not feel a sense of belonging at work. Certain groups such as women, Gen Z, racial minorities, LGBTQIA+ individuals, and caregivers feel excluded more often.
IBI’s analysis shows that affinity groups and ERGs are crucial for creating an inclusive environment. Most employees (84%) indicate their ERG has had a positive impact. And those with positive affinity group or ERG impacts are more likely to have high work engagement scores.
“ERGs are the heartbeat of an inclusive workplace, amplifying diverse voices, fostering connections, and driving positive change,” says Jim Huffman, president and CEO of IBI.
Guidance for successful ERGs includes the following.
- Ensure that ERG purpose and activities align with the company’s DEI strategy. ERG leaders should communicate goals clearly, emphasizing their connection to broader corporate DEI efforts.
- Provide detailed communications about ERG purpose, activities, and expectations for participants to prevent a disconnect between expectations and reality.
- Support ERGs with adequate leadership support, funding, and resources. A centralized approach to resource allocation ensures consistency and fairness across ERGs.
- Track and measure ERG initiatives’ outcomes using metrics like membership, participation rates, and sentiment surveys. Regular reporting to leadership and members ensures accountability and informs future strategies.
