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