DEI, Diversity, equity and inclusion symbol. Concept words DEI, diversity, equity and inclusion on paper on beautiful wooden background. Business, DEI, diversity, equity and inclusion concept.

In this era when talent is hard to find and often even harder to retain, organizations with strong diversity, equity, and inclusion (DEI) programs have an advantage. Nearly 80% of workers say they want to work for a company that values DE&I.

Last spring, SHRM and Harvard Business Review Analytic Services conducted a survey sponsored by Trusaic to assess how organizations are doing with creating diverse, equitable, and inclusive workplaces.

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They found three practices that differentiated the Leaders from Followers and Laggards.

1.  Commitment from the top

The survey revealed an “enormous gap among Leaders (75%), Followers (49%), and Laggards (18%) when it comes to having a culture that consistently supports DE&I.” Leaders set diversity goals, while Laggards say leadership’s lack of commitment holds them back.

2. Accountability and transparency

Leaders are much more likely than Laggards to hold managers accountable for implementing DEI practices. They also spread responsibility around, rather than siloing it in the HR department.

3. Tracking

Leaders also measure and track a wide range of DEI metrics. Overall, 74% of organizations track diversity in hiring, 64% in recruiting, and 47% in retention. Another key area is employee development opportunities – 45% of Leaders track this, compared to only 26% of Followers and 10% of Laggards.

These are just a few of the results of the survey, but they point to critical areas for improvement. Companies that focus on adopting these practices in 2022 may find it easier to fill their empty positions.