The case for Diversity, Equity, and Inclusion (DEI) efforts is a hotly debated topic that cannot seem to escape controversy.
Research from Culture Amp presents a positive viewpoint for DEI, reporting that “companies that value diversity have a 6.8% higher stock price than those that don’t” and “employees who strongly believe the company values diversity are 84% engaged, while those who strongly disagree are 20% engaged.”
Despite the success companies can see from implementing DEI initiatives into their culture, some are still choosing to remove them altogether. Big names such as Google and Meta have downsized their DEI programs, followed by Ford, John Deere, and Harley-Davidson.
Although DEI programs are meant to (and have) promoted success in the workplace, these DEI reversals represent a broad shift toward negative sentiments about DEI as a whole.
The Pew Research Center recently conducted a survey of over 4,000 Americans to determine how they viewed DEI and its impact on the workplace.
Unfortunately, the data isn’t very positive. Here are a few highlights from the research as well as what HR can do about them.
Changing DEI Perceptions
The Downward Shift
In general, the overall sentiment toward DEI has dropped from 2023 to 2024.
- 52% of surveyed workers agree that having a focus on DEI is good, down from 56% in 2023.
- 21% of surveyed workers agree that a focus on DEI is a bad thing, up 5 percentage points from 2023.
- 26% of the respondents described focusing on DEI as neither a good nor a bad thing.
The Divide Between Demographics
Similar to data from 2023, some demographics are more likely than others to appreciate and support DEI.
- The demographic most likely to support DEI in both 2023 and 2024 are women, Democrats, Asian, Hispanic, and Black workers.
- Those who are reported as consistently negative toward DEI in 2023 and 2024 are men and those who lean Republican.
- Republican-leaning workers are considerably more likely to express distaste for DEI, with 42% now in agreement—a 30% leap from 2023.
- Among white workers in particular, there has been a 6% increase in believing DEI is bad.
- One of the biggest shifts is seen among Asian workers, with a 15% drop in approval of DEI initiatives.
It is worth noting that while there is a rise in negative sentiments toward DEI, this doesn’t seem to be agreed upon across the board. Rather, workers within the demographics that typically were against DEI in the past are becoming more likely to disagree with DEI initiatives today. This rise in negativity doesn’t seem to be present among most demographics who were previously more likely to support DEI efforts. However, there is still a shift, as mentioned previously among Asian workers, who fall under the demographic of workers who were most likely to support DEI in 2023.
This increasing divide between demographics on the topic of DEI represents a rise in polarization that HR will have to identify and account for when implementing DEI practices.
Perceiving DEI’s Impact
Despite its controversy, American workers are still reporting positive experiences thanks to DEI efforts. Hispanic workers and Black workers are the most likely to say DEI helps them, with Black women agreeing the most at 58%.
At the other end of the spectrum, white workers are more likely to say DEI practices hurt them, with white men agreeing with this statement the most at 36%.
That being said, white men are also the most likely to agree that DEI practices neither help nor help them at 34%.
Meanwhile, both Hispanic and Black workers are the least likely to agree that DEI efforts have no effect on them.
What Can HR Do?
Clarity Around DEI Goals
Be transparent about DEI goals and what actions will be taken to achieve them. By communicating these strategies clearly, employees will have a better understanding of how DEI efforts will look within their company and how they will be affected.
Inclusivity Without Alienation
When we acknowledge that DEI efforts are meant to support historically underrepresented groups, it makes sense why some workers see more positive benefits, and others have more neutral experiences. However, if workers are reporting harm or alienation, it helps to address concerns to ensure all workers are experiencing a productive and inclusive working environment.
Open Dialogue and Education
Communication is the best way to receive feedback on DEI programs, but not all members may feel safe sharing their true experiences. This is especially the case if workers who are meant to benefit from DEI are actually experiencing the opposite effect. Host anonymous surveys to gather honest feedback. HR can also hold workshops to address fears, correct misinformation, and reduce workplace tension around DEI practices. As HR works to implement DEI strategies, it’s important that they are done in a manner that evens the playing field for all to support an equitable workplace. By fostering open communication, addressing concerns, and being transparent about goals and how they are achieved, workers can better understand how the process affects them and thus have a better experience.
