In a 2019 BCG study, they found that 97% of organizations have DEI programs, but only 25% are successful. This is certainly terrible news! However, it does explain the glacial pace of progress in DEI despite all the effort in the last few decades and literally Billions of dollars spent each year in the US alone. The top documented reasons for these disappointing results are three-fold:

Limited Resources and High Turn-over.
With over 98% of all US companies having less than 100 employees, most are (or believe that they are) too small or too busy to focus on D&I. Even in organizations where a diversity and inclusion leader has been assigned, 53% are part time and / or report inadequate budgets, according to a 2019 Russell Reynolds study. Lastly, according to a 2020 article in the Wall Street Journal, there is also high turnover in D&I leadership roles due to unrealistic expectations and competing organizational priorities.


Knowing Where to Start.
Most leaders who set out to improve DEI say that they don’t know where to start and how to gauge their progress. Although some have started to measure the basics, like % representation and pay gap, these measures alone are not enough. Many who fail early in their journey or stagnate after some initial progress lack the holistic insight and visibility to the full
set of Key Performance Indicators (KPIs) needed. Sources of additional insight to help get a good start include OurOffice platform where 50 pre-defined KPIs are available.

Limited Engagement.
As the most recent Gallup report reflected, employee engagement remains quite low at 34%, despite regular surveys, listening sessions and investment by organizations. In fact, this level of engagement has been stagnant at about one-third of employees for the last two decades.

Check Out: Ultimate Guide to DEI

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