Report: 79% of companies say they will raise DEI budget in 2022

A group of six diverse friends having coffee at a cafe
“58% of DEI leaders said their CEO and/or executive management team are involved in decisions to endorse and advance DEI, yet only 13% of those senior leaders are proactive and visible in demonstrating their support.”

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“58% of DEI leaders said their CEO and/or executive management team are involved in decisions to endorse and advance DEI, yet only 13% of those senior leaders are proactive and visible in demonstrating their support.”

A paradox exists within most organizations. On one hand, executive leaders prioritize DEI and pledge their support to DEI initiatives. Yet, on the other hand, these same leaders are not publicly demonstrating support for DEI. Like most organizational phenomena such as culture or change, in order for organizations to embrace DEI it must come from the top. So the question becomes how can executive leadership intentionally and visibly support DEI in their organizations? 

“The social justice movement, global pandemic, and other events of the last several years have put DEI at the forefront, and organizations are trying to figure out how best to turn words into actions,” said John Arendes, Traliant CEO. “What our survey makes clear is that changing workplace behavior and culture is a long-term process that starts at the top.”

Organizational leadership must be an open ally for DEI initiatives to have a longstanding impact. However, for this to happen leaders must be up to date on the state of DEI both in their organization and in the workplace at large. This is where ideascape can help by being your partner in navigating the DEI terrain. Contact Jonathan Dyke and Deon Gaines to learn more.

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