NEW YORK, Nov. 10, 2021 /PRNewswire/ -- A new study
conducted by United Minds in partnership with Weber Shandwick and
KRC Research details the evolving role of Chief Diversity Officers
and corporate diversity, equity and inclusion (DE&I) leaders
over the past two years, notably featuring an increase in
resources, responsibilities and optimism for the future despite
significant adversity.
The global study of 227 of the senior-most professionals
responsible for DE&I at their organizations expands upon a 2019
U.S.-focused report and offers a look at the function before and
after a period characterized by a global pandemic, racial justice
movement and recession. The 2021 study reveals that since 2019,
senior DE&I leaders in the U.S. are 2.6X more likely to hold
C-Suite positions and oversee 4.5X bigger teams. Globally, 86
percent of senior DE&I leaders are satisfied with the resources
invested in DE&I by their organization, with 77 percent
reporting budgets of over $10
million. In the U.S., nearly four in 10 (39 percent) senior
DE&I leaders report budgets exceeding $50M – a 26 percent increase over 2019.
At the same time, despite an increased focus on societal
inequities, senior DE&I leaders continue to have to make the
business case for the importance and impact of DE&I: more than
three quarters (78 percent) agree that DE&I isn't prioritized
unless there is a visible or public problem and only 45 percent
strongly agree that their role is seen as a "must-have" by the
organization's leadership. This is compounded by the fact that more
than half of senior DE&I leaders report unfair treatment
(discrimination, harassment, and/or microaggressions) within their
organizations. And even as companies continue to face the Great
Resignation, the report shows priorities shifting away from
retaining and recruiting diverse talent.
"We are seeing significant momentum in establishing and
resourcing the critical role and executive function of office of
diversity," said Tai Wingfield,
executive vice president, diversity, equity & inclusion, United
Minds. "However, we also know that change takes time. A critical
part of every diversity leader's job continues to be getting buy-in
on the importance of the work even as the business case is
strengthened every day."
Senior DE&I leaders are becoming more prominent members
of their organizations
Amongst senior DE&I leaders,
there is near-universal agreement (94 percent) that the external
political and social environment has impacted DE&I efforts.
Over the past year, 90 percent of senior DE&I leaders in the
U.S. have reported an increase in responsibilities (83 percent
globally), including added investment and resources, increased
scope of work and/or a change in reporting structure. The median
number of people in an organization who focus on DE&I directly
in the U.S. is 90, 4.5X higher than in 2019.
In addition to elevated titles and increased resources, senior
DE&I leaders, of which more than half strongly agree that
internal support is integral to DE&I success, are also
experiencing increased allyship from within their organizations,
with significant increases in support from IT and finance
departments.
Recruiting and retaining diverse talent is especially at
risk
As the Great Resignation continues its hold on
companies globally, 43 percent of senior DE&I leaders say
turn-over is at least in part due to dissatisfaction with the level
of support for DE&I. Senior DE&I leaders in the U.S.
attribute 39 percent of recent resignations to lack of confidence
in organizational commitment to DE&I, a 23 percent increase
over 2019. At the same time, recruiting and retaining diverse
talent has decreased in priority from #1 on the list in 2019 to #5
in 2021.
"While it is possible that pandemic-related hiring freezes may
have negatively affected the prioritization of recruiting and
retaining diverse talent, it is more important than ever that this
pattern does not continue and companies understand the value that a
diverse workforce adds to their organization," Wingfield said.
"Other efforts to promote diversity, equity and inclusion mean very
little if business leaders are not taking the necessary measures to
ensure that they are hiring and keeping diverse talent on their
teams."
Optimism is up, but challenges persist
Overall,
satisfaction remains high among senior DE&I leaders, with 82
percent approving of efforts to build a diverse, inclusive and
equitable culture within their organization. A majority (84
percent) also say that they're optimistic about the future of
DE&I and in the U.S., nearly nine in 10 are optimistic (89
percent); a 10 percent increase over 2019.
However, while nearly eight in 10 senior DE&I leaders say
their organization is equitable and inclusive, and three out of
four say their organization is diverse, more than half (54 percent)
also report that incidents of discrimination and unfair treatment,
harassment, and/or microaggressions have occurred at their current
organization in the past year.
Top challenges standing in the way of DE&I include
company-wide issues such as employee engagement, while
role-specific challenges such as lack of integration with other
functions and making DE&I outcomes visible externally also pose
a threat.
Employee resource groups (ERGs) remain a bright spot for
DE&I
Globally, 100 percent of senior DE&I leaders
believe that employee resource groups (ERGs) and affinity groups
benefit employees, especially when it comes to providing networking
opportunities, executive visibility and fostering a sense of
inclusion. And employees agree; United Minds' companion study also
showed that employees that are members of ERGs are more satisfied
with their organization's commitment to DE&I and more satisfied
with their job overall.
In looking ahead to the next 12-18 months, overseeing ERGs
increased the most as a top-three priority for senior DE&I
leaders in the U.S., from being at the bottom of the list of most
cited priorities (#12) in 2019 to being near the top (#3, behind
learning and development and advancing racial equity).
About United Minds
United Minds is a management
consultancy that specializes in transformation. Leveraging a deep
bench of specialists, the company helps organizations deliver
positive, lasting change by combining data-fueled strategy and
creative communications solutions, engaging stakeholders in every
part of the process. For more information,
visit www.unitedmindsglobal.com
About Weber Shandwick
Weber Shandwick is a leading global communications network that
delivers next-generation solutions to brands, businesses and
organizations in major markets around the world. Led by world-class
strategic and creative thinkers and activators, we have won some of
the most prestigious awards in the industry. Weber Shandwick was
named to Ad Age's Agency A-List in 2020 and Best Places to
Work in 2019. Weber Shandwick was also honored as PRovoke's
Global Agency of the Decade in 2020 and PRWeek's Global
Agency of the Year in 2015, 2016, 2017 and 2018. The firm has
earned more than 135 Lions at the Cannes Lions International
Festival of Creativity. Data-led, with earned ideas at the core,
the agency deploys leading and emerging technologies to inform
strategy, develop critical insights and heighten impact across
sectors and specialty areas, including brand and B2B marketing,
healthcare marketing, change management, employee engagement,
corporate reputation, crisis management, data and analytics,
technology, public affairs, social impact and financial
communications. Weber Shandwick is part of the Interpublic Group
(NYSE: IPG). For more information, visit
http://www.webershandwick.com
About KRC Research
KRC Research is a global nonpartisan insights-driven opinion
research consultancy that turns data into intelligence to help our
clients solve challenges. A unit of the Interpublic Group of
Companies (NYSE: IPG), KRC Research offers the quality and custom
service of a small firm with the reach of a global organization.
Staffed with multidisciplinary research professionals, strategists,
and investigators, KRC has worked for over 30 years provide
insights to corporations, governments, not-for-profit
organizations, and the communications firms that represent them.
Our subject matter experts have deep experience in research methods
applied to communications, public health and marketing campaigns,
corporate and brand reputation, and consumer, stakeholder, and
employee engagement. For more information,
visit www.krcresearch.com.
Contact: Jill Tannenbaum
Company: Weber Shandwick
Phone: 212-546-7815
Email: jtannenbaum@webershandwick.com
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