Messaging about diversity, equity, and inclusion (DEI) matters now more than ever before. The way you frame your commitment to diversity to employees is critical because DEI is being challenged across the globe, and your positioning signals your priorities. For this global report, Catalyst surveyed 6,800 employees in 11 countries to find out whether they think companies should talk about diversity as the best thing to do for the bottom line (the “business case”) or because it’s the right thing to do (the “fairness case”).
Nearly half of employees told Catalyst they want their organization to talk about its diversity initiatives using both a fairness case and a business case. Of those who prefer one over the other, more than twice as many prefer the fairness case.
The fairness case has clear advantages in terms of employee results. When organizations emphasize the fairness case to justify their diversity efforts over the business case, employees are more likely to:
Leaders: When you sharpen your DEI messaging, make sure you understand the nuances of both the fairness case and the business case so that your company’s DEI initiatives are set up for success across a variety of stakeholders. READ MORE
by Emily Shaffer, PhD , Brittany Torrez, PhD
Source: catalyst.com
An estimated one in seven people in the UK are neurodivergent, yet many struggle to get into jobs or progress in employment. For example, just three in ten of autistic people are in employment, with many of these jobs unstable or below their skill level. In the engineering sector, the call to recognise and harness the unique capabilities of neurodivergent talent has never been more pressing.
A desire from younger workers to earn high salaries early in their careers is a desire based on needs and not wants, data suggests. When asked about the main reasons for compensation increases, 31% said to pay for all their bills and expenses and 25% said to save money for the future.
At a recent training I was facilitating, I invited people to ask me anything anonymously using polling technology. While the questions always give me great insight into where people are struggling with issues of diversity, equity and inclusion (DEI), this question seemed more universal: “What do I do if my manager is not inclusive?”
