![](http://img1.wsimg.com/isteam/ip/8821e5ff-ce6e-4d06-ba91-6e658fcc04f6/blob-20673c0.png/:/)
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.
A survey conducted by WebMD Health Services,
62% of workers believe that programs aimed at promoting diversity, equity, and inclusion in the workplace are ineffective – almost half of the respondents (46%) said these programs had failed them personally.
Another by McKinsey revealed that ONLY 29% of DEIB programs have substantially influenced organizations.
An organization's actions, executed with high competence and the right intent, can establish trust with its employees. Research indicates that competence and intent reinforce each other, aiding in trust-building and maintenance.
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
At the outset, organizations unit around a common objective: creating more diverse and inclusive workplaces. As time passes, the emphasis shifts towards measuring and reporting the success of these initiatives, with a growing focus on meeting numerical targets rather than prioritizing the human aspect of equity and inclusion.
Stakeholders do not always see eye to eye on strategies, objectives, or methods to gauge progress. The outcomes are unclear, and decision-making authority and mandates often lack clarity. Defining success can be challenging when there is a lack of consensus on shared goals.
Unfortunately, some leadership teams prioritize superficial actions over genuine dedication to change regarding DEIB initiatives. They implement these initiatives for recognition without truly following through on their commitments. without truly following through on their commitments. This approach does little to improve the workplace culture and results in the organization being perceived as engaging in performative activism, emphasizing improving its image rather than genuinely committing to change.
For instance, some organizations opt for 60-minute unconscious bias and racial sensitivity training sessions, which focus on the "business case for diversity" once a year, merely checking a box without leading to tangible change. Employees still face negative experiences despite attending numerous DEI trainings and dealing with discrimination, harassment, and exclusion.
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
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.
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.
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.