Building a Long-Term Strategy for DEI Integration

North America

Over the past few years, organizations in North America have increased their focus on DEI strategy and overall corporate social responsibility. With 71% of employees in North America agreeing that DEI is an important aspect in evaluating the companies for which they work, it is imperative for corporate decision-makers to consider their DEI strategies. However, the majority of companies are still in the emerging stages of their DEI strategy development. That lack of maturity and sustainability has proven a challenge for companies looking to integrate DEI into their overall company culture and make a larger impact on the future of enterprising workforces.

Building a Long-Term Strategy for DEI Integration

In North America, research shows the impact and benefits of diverse teams include greater innovation, increased profits and lower attrition rates. There is also a greater interest by prospective candidates in companies that have a strong commitment to DEI.

Audra Woods
Client Executive, Marketplace Diversity Solutions - North America

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DEI is a Decision Maker for Prospective Candidates

In the US, three out of four job seekers are searching for companies committed to DEI, so organizations must move from theoretical to real-life execution and investment. Failing to create an environment of belonging, access and inclusion can put companies at risk regarding employer branding, discrimination lawsuits and high turnover rates, all of which can incur costs.

In Mexico and Canada, many companies are in the early adoption of DEI initiatives. However, both countries are moving toward greater prioritization of DEI.

In Mexico, 60% of the workforce feels that diversity contributes to a better organizational climate and work environment. However, attitudes toward gender parity remain slow to change and a low priority, with only 45.7% of women in Mexico in the labor force.

In Canada, larger companies are more likely to have DEI policies in place than smaller companies, and 46% of surveyed organizations do not have plans to recruit candidates from unique or racially/ethnically diverse backgrounds.

Given the variations across countries in North America, it is apparent that DEI plays an important role in the decision-making process for employees and candidates; however, organizations are still in the infancy stages of their DEI strategies.

Dive Deeper Into Inclusion

Eighty-six percent of job seekers find DEI to be an important factor when considering an employer.

Getting Hired provides bias-free job opportunities to BIPOC (Black, Indigenous, People of Color), people with disabilities, veterans and the LGBTQ+ communities. Not only can Getting Hired help you find top diverse candidates, but it can also provide content on DEI programs to attract and retain your talent pools.

On a recent episode of the Subject to Talent podcast, Head of Getting Hired Amanda Burke discusses the intersectionality of identity in the workplace. Click below to listen.

Using Data to Drive Decision-Making

North American companies with a diverse workforce gain

2.3 times greater

cashflow per employee over a three-year period of time, proving that diverse teams not only improve attrition and innovation but increase profitability as well.

As companies strive to execute their DEI goals, leveraging talent insights is an effective way to assess the current state, create benchmarks and identify potential barriers across hiring, selection and advancement. Understanding workforce diversity trends and promoting equity at all levels requires more than just understanding demographics. Companies must also invest in reviewing key people processes and analytics such as pay equity audits, promotion practices and turnover rates. These insights provide valuable information that can help organizations implement strategic changes to improve retention and drive equity.

In the United States, self-identification has become an increasingly popular and effective way to measure progress against DEI initiatives and help workers from underrepresented groups receive needed resources.

In addition, US leaders are striving to deploy alternative sourcing methods to attract individuals from these groups.

Ensuring data accuracy is critical for informed decision-making and measuring progress as it relates to representation. While self-identification is voluntary, it is essential to create an inclusive environment that encourages employees to disclose their identities. In addition to collecting information on race, ethnicity and gender, there is a growing desire to obtain data on LGBTQ+ identity, disability status and veteran status. It is vital to have inclusive branding to attract this talent and foster a sense of belonging in the workplace that encourages workers to self-identify.

Workspaces should also be considered, including needs for private office spaces or managing open floor plans to help with focus and limit distractions. Overall, fostering an environment of inclusion and belonging for neurodiverse employees helps organizations optimize the value and innovation they contribute.

Within Canada and Mexico, the DEI strategy is still emerging for individuals with disabilities and the LQBTQ+ community.

Using data as a guide, businesses operating in Canada and Mexico should seek to create inclusive environments that attract and retain talented individuals within these communities.

2x

Canadians with disabilities are twice as likely to report that they cannot be themselves at work and to receive negative feedback from their managers

50%

Members of the LGBTQ+ community and visible minorities in Canada are 50% more likely to report that their ideas were not valued at work

6 in 10

LGBTQ+ community members in Mexico report that their orientation has prevented them from getting a job; 70% report they don't get the same treatment as heterosexual coworkers

The data shows signs of improvement for some self-identifying people. As far as individuals with disabilities, the percentage of the population that is employed has increased by 2.2 percentage points from 2021 to 21.3% in 2022.

Further, with a growing emphasis on neurodiversity, it’s important to have accurate data to inform decisions and investments in tools, physical workspaces and training to support these workers' needs.

Examples include manager training, dedicated employee resource groups, and access to workplace devices and other technologies that support communication, employability/soft skills, executive function skills and management of sensory processing.

For more best practices on neurodiversity inclusion, please check out NEURODIVERSITY @ WORK. a toolkit for employers from one of AGS' partners, Disability:IN.

Prioritize Inclusivity in Branding

Job seekers have stated that DEI and social responsibility are high priorities when selecting future roles, leading organizations to showcase their DEI efforts on their websites and social media channels. This includes sharing branded images and content that reflect the diversity of their workforce, their commitment to DEI and their corporate social responsibility initiatives to attract talent.

Corporate brands should extend these efforts beyond DEI and role-focused career pages by including underrepresented groups throughout their digital, print and multimedia content. This is especially important as prospective candidates typically research a company through its website and social media presence prior to applying, interviewing or accepting a job offer.

Invest in Organizational Readiness

Fully integrating DEI into the business strategy is more than just hiring diverse talent. Companies are investing in DEI training, such as inclusive leadership, unconscious bias and anti-discrimination. It’s crucial that organizations receive buy-in from leaders at all levels.

For true progress to be made, DEI must not be viewed as a special project but as an enterprise-wide shift in behaviors where differences in cultures, communication styles and generational nuances are embraced by all. Ensuring that your organization is ready to embrace the change, set goals and keep a strategy that is sustainable is paramount.

Most DEI training in North America is focused on three key areas:

61%

Preventing discrimination and for regulatory compliance

53%

Embracing others' differences

48%

Overcoming conscious biases at work