A similar investment shortfall shows up in the area of diversity, equity, and inclusion. More and more mid- market companies have inaugurated DE&I programs, recognizing the business and moral imperative of a diverse workforce and inclusive culture, the value of expanded talent pools, the premium younger employees place on working in diverse companies, the need to serve an increasingly diverse customer base, and the growing diversity of the communities in which they operate. So far, however, these programs mostly emphasize the first stage of the employee life-cycle, recruiting and hiring, and are much less likely to address problems and opportunities once diverse employees come on board. For example, respondents say they are one-third less likely to extend DE&I work into succession planning.
“An integrated, comprehensive DE&I initiative is a key component to addressing the significant attrition issues many enterprises are currently facing. Beyond being responsive to the current cultural climate, enterprises with a demonstrated commitment to DE&I are able to attract - and then retain - employees from new talent pools (particularly Millennials and Gen Z, women, and those that are diverse) who are specifically looking for enterprise cultures where they can feel valued, supported, and authentic.”
— Robyn Pollack, Executive Managing Director at AchieveNEXT
DE&I Strategies Where mid-market enterprises are applying DE&I efforts: What DE&I Covers Share of DE&I programs that address:
Succession Planning
Successio Planning
Leadership Development Leadership Development
Talent Development
Talent Development
Talent Acquisition
Talent Acquisition
0%
10%
20%
30%
40%
50%
60%
2021-2022 Mid-Market Talent Acquisition, Executive Compensation and Culture Study — Powered by Insperity I 17
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