Diversity: lack of data hinders implementation of effective strategies
Workday has released the results of its Global Blueprint for Inclusion and Diversity study, which shows that the majority of companies are already investing in equity, diversity and inclusion (D&I). However, many companies either do not have appropriate data or are not using existing data effectively enough to drive their strategies and derive business value from it.
For the Global Blueprint for Inclusion and Diversity study, more than 3100 HR leaders and C-level representatives with responsibility for D&I initiatives were surveyed at the end of 2022 about their motivations, activities and progress in the areas of diversity, inclusion and belonging. The survey, conducted by Workday and Sapio Research study was implemented in 23 countries - including Germany, Austria and Switzerland.
Diversity: also a question of technology
The results show that positive progress has been made on diversity. However, areas with significant room for improvement also emerged, including the need to measure business impact and use data to track progress more effectively. The following points can be noted as key findings from the survey:
- Technology is becoming increasingly important for D&I initiatives. In Germany and Austria, 33 % of respondents additionally use software solutions to increase employee engagement, while in Switzerland, 39 % rely on e-learning offerings.
- More needs to be done to value diversity. Overall, more than a third (36 %) of the participants are convinced that diversity is recognized, valued and promoted in their company. In Germany, 34 % share this view, in Austria 32 % and in Switzerland 25 %.
Lack of data slows down D&I initiatives
Although a majority of companies already have a strategic D&I approach, this is not yet the case for as many as 39 %. Accordingly, it is difficult for these companies to define and achieve D&I goals. Particularly striking in this regard is the Asia-Pacific economic region (APJ), where 52 % of respondents reported having only a rudimentary or nascent D&I strategy. The comparative picture is better in Australia and New Zealand (35 %), Europe (39 %), North America (34 %) and South Africa (22 %).
In Switzerland, 12 % of the participants indicated that they appreciate a strategic approach to the D&I topic. 37 % do not have a clearly outlined strategy and have not taken steps to develop one (Germany: 17 % and 46 % respectively, Austria: 15 % and 50 % respectively). Around a third of respondents (32 %) said that moving forward would require a clear commitment on the part of top management, as well as the commitment and willingness of employees. This view is shared by respondents in Germany and Austria, who, with 33 and 26 % respectively, would also like to see more committed employees leading relevant initiatives.
31 % of respondents from Switzerland see more effective data use and analysis as the most important measure to move forward with their D&I initiatives. Weaknesses in data collection and reporting are another reason : Globally, 60 % indicated that measuring success is a challenge and that new systems and software are needed to effectively support D&I strategies and implementation. In Switzerland, 73 %s describe collecting the necessary data as difficult, followed by 63 %s in Austria and 60 %s in Germany.
Source: Workday
