The Surge of Diversity, Equality, Inclusion, and Belonging
Diversity, equity, inclusion, and belonging (DEIB) has evolved from a trendy buzzword to a vital component for business transformation. After the events of 2020, elevated awareness and commitment became an integral part of organizational focus rather than just a theoretical concept.
Yet, despite the increasing adoption of DEI initiatives and the surge in DEI firms and experts, many of these efforts do not yield the effectiveness they claim.
WHY ARE PROGRAMS FAILING?
LACK OF SPONSORSHIP
When employees doubt organizational commitments to DEI, they are more likely to contemplate leaving, refrain from recommending others, and deter potential applicants from applying for open positions. Failure to uphold promises can diminish perceptions of organizational integrity. The erosion of trust in employees' DEI initiatives can significantly affect the organization's bottom line. Source
Gallup research shows that leadership, by and large, believes their organization to be actively invested in DEIB change and growth (84%). Meanwhile, less than a third of employees reported their organization genuinely working towards DEIB-related improvements (31%). Research by Spectra Diversity mirrors these findings.
LIMITED SCOPE
DEIB efforts focus on visible aspects like gender and race, often neglecting those with invisible disabilities. According to the Centers for Disease Control and Prevention (CDC), 25% of adults live with a cognitive, physical, or emotional disability. Of those disabilities, 96% are invisible. Research by SHRM revealed that almost half (47%) of employees with invisible disabilities have not informed their employers about their conditions. The invisibility of their disability makes them vulnerable to discrimination in the workplace.
A successful DEIB program should provide equal opportunities for all employees to succeed, learn, be compensated fairly, and advance. True inclusion is about embracing differences.
PERFORMATIVE DEIB
Performative DEI involves organizations talking about diversity, equity, and inclusion (DEI) without taking meaningful action. Successful DEI initiatives require a deep-rooted change in attitudes and behaviors at all organizational levels, going beyond annual training to create a truly inclusive workplace.
Successful DEIB initiatives require more than just annual training to create a genuinely inclusive workplace; they require a profound shift in attitudes and behaviors at all levels of the organization. These behaviors must be modeled at the leadership level and create a corporate culture that values inclusivity and a sense of belonging.
LACK OF BUDGET
Assuming DEI programs are a one-time effort rather than a continuous organizational commitment, large and small organizations often prioritize funding singular "inspirational" events to "raise awareness" of inequity.
However, they show less enthusiasm for long-term interventions that reshape incentive structures, rebalance power and resources, or rethink personnel processes such as evaluation, promotion, and conflict resolution.
Despite the median investment in enterprise DEIB work amounting to $350,000, approximately $32 per Full-Time Equivalent (FTE), the allocation varied significantly among companies. Alarmingly, the average DEIB budget equated to just $57 for every $1 million in organizational revenue. Some organizations only set aside $4 per employee for DEIB, while others budgeted as much as $300. Source
Outcomes
Improved Overall Corporate Culture
Enhanced Reputation and Increase Revenues
Enhanced Reputation and Increase Revenues
Enhanced Reputation and Increase Revenues
Enhanced Reputation and Increase Revenues
Enhanced Reputation and Increase Revenues
Improved Collaboration and Increased Innovation
Improved Collaboration and Increased Innovation
Improved Collaboration and Increased Innovation
Increased Employee Engagement and Retention
Improved Collaboration and Increased Innovation
Improved Collaboration and Increased Innovation
About The Phoenix Catalyst
Our Approach
Our Approach
Our Approach
Our goal is not to overhaul your DEIB program but to provide you with practical tools and tactics that have been shown to drive success and support business transformation.
We want to empower your leaders to become champions of cultivating a culture of belonging and achieving desired outcomes through a collaborative, transparent, and results-oriented approach focused on inclusive leadership.
About Us
Our Approach
Our Approach
The Phoenix Catalyst was developed to tackle the issue of failed and neglected DEIB initiatives.
Concentrating on establishing inclusive leaders who are authorized and encouraged to become allies and supporters of DEIB initiatives is crucial to fostering a sense of belonging.
Embracing cultural change is essential for business transformation.
Our Founder
Our Approach
Our Founder
A skilled professional with extensive experience managing teams. For over 15 years, she has advocated for creating employee resource groups and developed programs that support inclusive workplace practices.
Her track record demonstrates her ability to instigate positive change and her passion for creating a diverse and inclusive work environment.