When it comes to diversity, equity and inclusion initiatives, Canadian employers have room for improvement, according to a new series of LinkedIn polls conducted by LHH.
In one poll, 39 per cent of employees said their workplace still didn’t feel inclusive, despite the rise in visible corporate diversity, equity and inclusion committees and programs. By comparison, 27 per cent said their workplace was moderately more inclusive, while 19 per cent said it was minimally more inclusive and just 15 per cent said their workplace was much more inclusive.
A separate poll found 43 per cent of employees said they believe unbiased recruitment strategies are the most effective way to encourage racial diversity within organizations, compared to inclusive workplace policies (23 per cent), establishment of diverse mentorships (18 per cent) and investments in diversity training (16 per cent).
And in a third poll, 33 per cent of respondents said having inclusive workplace policies is the most important measure to encourage and strengthen LGBTQ2S+ inclusivity, followed by supporting initiatives (26 per cent), having an unbiased recruitment strategy (24 per cent) and inclusivity training (17 per cent).
Anuja Jumani, vice-president of finance and operations and chair of the diversity and inclusion committee at LHH, says authenticity is a key to success with DEI initiatives. “It’s not about just having a committee and checking off a box. It’s about putting into place strong initiatives and actionable items that relay the message to your people that you’re committed to this and employees can experience the change themselves through the actions their employer takes. . . . If it feels like [DEI measures] are only being done to keep up with a trend, it might not come across as authentic.”