Although workplace diversity, equity, and inclusion (DEI) efforts in the United States often receive extensive media attention, DEI is a global priority for employers across various regions. DEI has been more widely embraced in some regions than others, with programs often varying in focus based on a company's location. What follows is a snapshot of the current global DEI landscape.
Are Companies Moving the Needle?
The EY European DEI Index, a survey of 1,800 employees in nine European countries, found that just 7% of organizations are “concretely and genuinely” building a diverse and inclusive culture inside the workplace. While organizations made some progress in areas where pressure to take action has been sustained, like gender equity, 25% of organizations have yet to make adequate moves to improve cultural diversity, 36% have yet to take action on LGBTQIA+ diversity, and 60% are failing to address disability diversity, according to responses.
A report from Associations Now, meanwhile, cites a study by leadership consulting firm DDI that found the number of global companies lacking a DEI program increased by 33% between 2020 and 2022, while the percentage of leaders endorsing their DEI programs decreased by 18%. Based on responses from upwards of 15,000 leaders and HR professionals from more than 1,500 organizations in 50 countries, the report found that perceptions of the success of DEI initiatives differ generationally. Gen X leaders were more likely to express frustration with DEI efforts, while leaders under 35 tended to be more optimistic. “This may be an indicator that these Gen X leaders are frustrated with the slow progress they’ve seen over time, and may be feeling overlooked as many programs target younger workers,” the report says.
In Latin America and the Caribbean, the World Economic Forum (WEF) reports slow but steady progress in closing the gender parity gap. The Global Gender Gap Report has been published since 2006, and in 2023 the region showed high levels of parity worldwide at nearly 75%. The WEF attributes this to gains in political empowerment and access to economic opportunities. In terms of workforce improvement, the region ranks third lowest at 65% but shows a nearly 10% improvement since the index was first published. Setbacks for women in the workforce during the COVID-19 pandemic have been cited as a primary factor for slower progress, while improvements in education, public policy, and private sector efforts have helped break down barriers to entry into the workforce.
Women tech workers in India feel they are being overlooked. A recent survey conducted by Talent500 found that about 70% of women in technology believe that the industry is just paying lip service to its DEI efforts, according to the Economic Times. The survey of about 3,000 women across India highlighted such things as gaps in gender stereotyping during interviews and a lack of clear pathways for career advancement. About nine of the 10 women surveyed believed that organizations are not taking any concrete steps on gender diversity.
Singapore’s companies are boosting DEI efforts, according to a recent survey by Workday. CDOTrends reports that the survey of over 2,600 business leaders worldwide found that 72% of Singaporean organizations said DEI had become a more important issue over the past year. Nearly nine in 10 organizations in the island nation have a DEI budget in place.
Examples of DEI in Action
WEF’s Diversity, Equity, and Inclusion Lighthouse initiative aims to shine a light on successful corporate DEI programs across the globe. A December 2023 report highlighted several companies, including Heineken. The Netherlands-based company centered efforts around greater representation of women in sales, after learning that only 9% of women held senior management roles in the function, despite women representing 24% of their workforce. Through a dedicated program focused on attraction, retention, and development of women in the function, and a robust communication plan aimed at creating a more inclusive environment, female representation in senior manager sales roles grew from 9% to 19% over a two-year period.
Human resources company Culture Amp, based in Melbourne, was recognized in the report for debiasing performance review processes to ensure fairness for workers of color. Culture Amp implemented software to ensure talent processes are providing equitable opportunities while developing leadership programs to address gaps in leadership. The effort boosted representation for people of color in senior leadership positions to more than 28% from 15% over the past three years.
Another company recognized in the report is Banco Pichincha, which has successfully bridged the financing gap between men and women in Ecuador by changing internal policies, designing products and services tailored for women, and issuing gender bonds for businesswomen.
At Nissan’s plant in Sunderland, England, the entire 25-member bumper-paint team learned British Sign Language to accommodate the four hearing-impaired people assigned to the team, The Associated Press reports. The initiative grew out of a broader effort to improve efficiency at the facility, which included overhauling its training and increasing the use of visual aids during briefings. Teri Devine, associate director for inclusion and employment at The Royal National Institute for Deaf People, says that while many employers make an effort to reach out and engage with hearing-impaired workers, few go as far as learning sign language.
While the above example may be an outlier in today’s world, as companies continue to focus on diversity and train their workforce on the importance of inclusion, it can one day be the norm.