People Insights Model: Diversity, Equity, Inclusion, & Belonging

Overview

Diversity, Equity, Inclusion, & Belonging (DEI&B) emphasizes the need to create workplaces, communities, and societies that are diverse, equitable, and inclusive, and where everyone feels a sense of belonging. This includes valuing and celebrating different identities, backgrounds, and perspectives, addressing systemic inequalities and barriers, and actively working towards creating an environment where everyone can thrive.

Perceptyx Research and Insights

• DEIB Guidebook (2024):

  • Recent benchmark analysis reveals while 4 in 5 employees report they can bring their authentic selves to work, 1 in 5 remain dissatisfied with their organization’s DEIB efforts. People leaders are one of the most effective ways organizations can bridge the gap between intention and impact. 

• Most effective inclusive leaders consistently demonstrate three key sets of behaviors: building meaningful relationships and a shared workgroup identity; demonstrating clear, respectful, and empathetic communications; and, establishing support networks within teams.

• DEIB's Enduring Importance for EX (June 2024):

  • Despite legislative challenges and role reductions, many organizations continue to prioritize DEIB initiatives, with benchmark data showing increases in the percentage of organizations measuring key DEIB sentiments over the past year.

• Organizations are adapting their strategies by transitioning DEIB into broader "belonging" efforts or folding them under "Engagement and Culture," focusing on creating inclusive environments where employees can be their authentic selves.

Key Action Planning Considerations

When addressing DEIB feedback, managers should focus on fostering an inclusive, equitable, and supportive work environment where employees feel valued, respected, and empowered. By taking actionable steps to improve belonging, value diversity, ensure fairness, and support authenticity, managers can create a culture that enhances employee engagement, trust, and innovation. Below are key considerations for managers:

• Fostering a Sense of Belonging: Create opportunities for connection through team-building activities and open forums where employees can share their experiences and perspectives. A strong sense of belonging fosters higher engagement and retention, as employees who feel connected to their workplace are more likely to stay motivated and committed.

• Valuing Diversity: Actively highlight diverse perspectives in decision-making processes and celebrate cultural events to demonstrate the organization’s commitment to inclusivity. Valuing diversity drives innovation by integrating a wide range of ideas and builds trust by showing employees their unique contributions are appreciated.

• Ensuring Fair Treatment: Regularly review team policies and practices to ensure they promote fairness and address unconscious bias through training and transparent processes. Fair treatment builds a foundation of trust and equity, ensuring all employees feel respected and supported, which is critical for supporting collaboration and morale.

• Encouraging Authenticity: Encourage open dialogue and model authenticity yourself to create an environment where employees feel safe expressing their true selves. When employees can be authentic, they experience lower stress and greater job satisfaction, leading to a healthier and more productive workplace culture.