D&I in the corporate culture has to be filtered from the top down, and that includes adjusting budgets to account for that commitment. - Debbie McGrath, Chief Instigator and CEO of HR.com
JACKSON'S POINT, Ontario (PRWEB) June 18, 2020
Only 23% of human resources (HR) professionals view their own company's diversity and inclusion (D&I) practices in the "advanced" or "vanguard" stages of D&I maturity. Further, of those with direct responsibility for D&I, only 16% say more than half of their role is allocated to that function.
The free research report, State of Diversity & Inclusion 2020, is now available for download. HR.com's Research Institute conducted the study of HR professionals to better understand the state of the D&I landscape, program maturity levels, and why so many organizations struggle with D&I initiatives.
The study also shows that not enough organizations are incorporating key D&I initiatives across the rest of the talent management function. Few say D&I initiatives touch talent acquisition (23%), talent development (21%), learning and development (19%), or succession planning (17%) to a high or very high degree.
The most commonly cited barrier to D&I effectiveness is a "lack of metrics to identify insufficient diversity" (34%), followed by a failure to prioritize at top leadership levels (31%) and lack of budget (28%).
Examining the processes that are working well and organizations that perform better in the area of D&I practices, results reveal that these companies:
- understand the benefits of diversity and have support from the top
- have D&I definitions that are more inclusive
- integrate D&I frameworks into their business strategies
- emphasize D&I in succession planning and talent acquisition processes
- consistently communicate the importance of D&I throughout the organization
- use more advanced metrics and set goals
- provide training for inclusion awareness and policies
- have programs to improve diversity in the leadership ranks
- offer more family-friendly benefits
"In today's times, leadership has to wake up to realize that diversity and inclusion initiatives are largely lacking in organizations," stated Debbie McGrath, Chief Instigator and CEO of HR.com. "D&I in the corporate culture has to be filtered from the top down, and that includes adjusting budgets to account for that commitment."
Download the full report which includes details on twelve key takeaways to help HR departments gain insights into how to achieve greater success and engagement through better D&I practices.
About HR.com and the HR Research Institute
HR.com's HR Research Institute helps HR departments keep their finger on the pulse of HR! HR.com is committed to creating inspired and informed workforces by maximizing the potential of HR professionals around the world. Over 1.75 million HR professionals rely on HR.com as the foremost, trusted industry resource for education, career development, and compliance (that many people can't be wrong!). Offerings include the largest network of HR executives, leading-edge industry research from the HR Research Institute, 13 monthly HR-themed epublications, innovative HR education including 250+ annual webcasts, the most comprehensive HR certification exam preparation program supporting SHRM and HRCI certification, as well as helpful HR tools and legal compliance updates. HR.com has the largest knowledge base of HR practices globally and offers unparalleled training and networking for HR professionals all over the world... 24/7... 365 (just in case you can't get enough HR). Visit http://www.hr.com/featuredresearch to download research (always free) and to maximize HR potential. #hrresearchinstitute
For more information, contact:
Chief Instigator and CEO, HR.com