A few respondents also proactively highlight the added value of inclusion and inclusion programs to the business.
When investing in initiatives, organizations must consider both the benefits of their DEI efforts and the risks and costs of not having such efforts in place. Our analysis shows that, by and large, organizations use their inclusion data to monitor talent priorities, assess organizational culture, and check whether workers of all backgrounds feel included, with a focus on identifying potential challenges. Investing in DEI without a proper assessment of impact and outcomes makes it harder to ensure strategic alignment and continuation of dedicated resources. However, only a few organizations currently assess whether these programs are effective in increasing workers’ feelings of inclusion or improving representation over time, much less adding value in terms of business outcomes. Employee resource groups (ERGs) and partnerships with external organizations take up the largest proportion of the DEI budget, followed by DEI and unconscious bias trainings. A majority of survey respondents reported yearly DEI budgets that ranged from $50,000 to over $1 million. An assessment of the impact of DEI programs helps ensure their sustainability while creating added value for the organization. DEI represents a significant investment for most study participants. The data were collected in fall/winter 2020. To determine whether and how organizations are assessing the ROI of their DEI initiatives, we surveyed human capital and business executives at 61 global organizations, conducted in-depth interviews with eight DEI and human capital analytics leaders, and gathered insights from two focus groups with The Conference Board Council Members from different industries and regions. A return on investment (ROI) approach can help companies design programs and interventions to deliver results, while ensuring DEI long-term sustainability, executive buy-in, and a better alignment of talent, business, and organizational values. Plus, business-case analyses often do not account for how lack of DEI can become a strategic risk to the business, whether in terms of brand reputation, innovation, or ability to fully engage the workforce. Creating a fair and inclusive work environment where workers of all backgrounds can contribute and succeed is vital-even more so now that diversity is the reality of many workplaces. But examining the business benefits of diverse representation without considering equity and inclusion provides a limited picture of DEI’s true potential. The positive connections between diversity, equity, and inclusion (DEI) in the workplace and business results have been documented for years. The report also includes The ROI of Inclusion Tool Kit, a guide that applies the concepts from the ROI Institute‘s methodology to DEI initiatives and skills. 
How are organizational approaches evolving to address new workplace and workforce challenges?.What are some key barriers organizations face when trying to align DEI activities and business results?.How do organizations measure their DEI programs’ effectiveness? How consistent are these measures?.Survey and interview analyses provide key insights on the following themes:
HUMAN BENCHMARK HOW TO
This study looks at how organizations assess and leverage the return on investment (ROI) of their inclusion efforts, including but not limited to individual diversity, equity, and inclusion (DEI) programs and culture change initiatives, to capture what organizations are currently doing as well as propose solutions and insights on how to better align DEI with business results. Human Capital Benchmarking & Data Analytics.2023 Annual Employee Health Care Conference - New York.2023 Annual Employee Health Care Conference - San Diego.The Power of Corporate Communications: Driving Business Results.
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