Companies that have invested in equality, diversity, inclusion and belonging (EDIB )initiatives say employees are more likely to engage with their policies – and stay with the firm.
WorkBuzz’s ‘The State of Employee Engagement’ report found that companies without inclusivity built into their culture reported a 50 percent decline in employee engagement over the past 12 months.
Higher EDIB equals higher engagement
The highest levels of engagement were reported by companies with solid EDIB initiatives and almost half of companies which had implemented their EDIB plan reported increased employee engagement.
The report found that of the businesses that are ‘planning’ their initiative, 40 percent saw an increase in engagement levels, with 31 percent reporting a decrease.
Steven Frost, Founder and CEO of WorkBuzz, said: “This research suggests that inclusive cultures create more positive employee experiences which directly impact engagement levels. Organisations that aren’t making efforts to nurture an environment of belonging for all, are damaging employee relations which in turn impacts organisational culture, wellbeing, and staff turnover.”
Unsurprisingly, the report found ‘improving retention’ as one of the top five priorities for HR leaders. It found EDIB initiatives improve retention but still predicts will become the top priority for firms who are facing labour shortages as a result of ‘The Great Resignation’.
EDIB initiatives help retain employees
However, more concerningly, despite creating a more diverse and inclusive workplace being named third on a list of HR priorities, the report says one in five businesses said they had not begun their journey.
“The correlation between EDIB initiatives and employee engagement is striking” says Frost. “And given that HR professionals see the creation of a diverse and inclusive workplace as one of their top priorities right now, it’s worrying that so many organisations are still yet to begin their EDIB journey.”
The report advises HR teams to create an EDIB plan that allows workers to engage and feel linked to the company. It says diversity and inclusion efforts should be guided by data – with the right metrics to assess the programme all the way through.
It also reminds employers that a culture of EDIB should start with CEO and senior leadership team, before trickling down to other employees.
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The full report can be downloaded here.
Feyaza Khan has been a journalist for more than 20 years in print and broadcast. Her special interests include neurodiversity in the workplace, tech, diversity, trauma and wellbeing.
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