It may be a bitter pill to swallow: your employees may not see your DEI efforts.

According to recent research by Gallup, there are significant discrepancies in how employees and HR leaders perceive their organizations' progress in terms of diversity, equity, inclusion, and belonging.

 While 84% of CHROs report increased investment in DEIB, only 31% of employees feel that their organization is genuinely committed to promoting racial justice and equity in the workplace.

Most feel their DEIB needs are not being met.

To make progress, leaders must understand employees’ core DEIB needs — and where alignment is lacking.

So, what can you do to address this issue?

Here are three tips that may be useful:

1.     Determine who and where you are as an organization

Gain a deeper understanding of your organization by analyzing the Identity and Inclusion Survey results. Evaluate how your employees perceive the barriers to inclusion and equity, and cross-reference the findings to identify any specific groups that may feel doubt your commitment and understand why.

2.     Listen to the views and opinions of employees

 Before implementing your DEI strategy, prioritize listening to your employees' feedback. Focus on addressing any structural issues that may exist within your organization. Even if you provide top-tier DEI training programs or initatives, neglecting to address problems such as unequal pay or unfair career opportunities would render your efforts meaningless.

3.     Establish a range of communication channels that promote the progress

 One of the most valuable pieces of advice is to follow through on your promises. It is crucial to avoid making commitments you cannot fulfill and to communicate openly and honestly about the progress of any commitments you have made.

You will find more helpful tips in the article: Where Employees Think Companies’ DEIB Efforts Are Failing by Jeremie Brecheisen