Why might this summer feel like we’re in a DEI Winter?
In a recent HR Grapevine article, HR directors voiced their concerns that diversity, equity, and inclusion (DEI) efforts in their organizations have reached a standstill. This year, especially this summer, it seems like we are experiencing a DEI Winter with a noticeable reduction in emphasis on DEI initiatives within organizations and society.
A Workday survey revealed that nearly 40% of talent acquisition (TA) and HR leaders feel their businesses are not making adequate progress in DEI initiatives. This survey highlighted common obstacles hindering DEI progress, many of which are not surprising: lack of budget, funds, and resources. For more details, read the full article at HR Grapevine.
Factors Contributing to a DEI Winter
Several factors can lead to a DEI Winter, such as economic downturns. However, it’s tricky to label the current situation as an economic downturn since some industries, like healthcare, are booming. Despite this, many TA professionals in sectors like IT feel the pinch of economic hardship, leading organizations to cut back on DEI initiatives.
We’ve also observed significant shifts in leadership across industries. Changes in leadership or organizational priorities often result in reduced focus on DEI, particularly if new leaders do not prioritize or understand the value of DEI efforts. Furthermore, there’s a growing disillusionment with the ROI and impact of DEI initiatives when they fail to produce immediate or visible results, fostering skepticism about their effectiveness and reducing support and funding.
Overcoming DEI Challenges
Despite these challenges, solutions exist for every DEI obstacle. An insightful article from Forbes outlines strategic approaches to tackling common challenges organizations face. Here are some key points:
- Leadership and Active Listening: Successful diverse teams require leaders skilled in active listening and facilitating discussions that challenge organizational norms.
- Redefine Selection Criteria: Avoid a ‘like-for-like’ replacement approach when filling positions. Use each vacancy as an opportunity to redefine selection criteria and ensure diverse viewpoints are considered.
- Thorough Skills Assessments: Conduct skills assessments considering experiences and backgrounds that reflect various stakeholder groups.
- Foster Diversity Through Oversight and Engagement: Adopt a two-pronged approach to fostering diversity, incorporating top-down oversight and bottom-up engagement.
For more detailed strategies and solutions, check out the full Forbes article.
Upcoming Event: ERE Recruiting Conference
Mark your calendars for the ERE Recruiting Conference in Anaheim, CA, from November 12-14 this year. Jennifer Tardy, renowned for her DEI programs, will address the unique barriers faced by marginalized groups and share effective language that leaders can use to continue increasing diversity and retention in their workplaces—even if it feels like a DEI Winter.
Engage and connect with TA leaders at the ERE Recruiting conference with the right strategies to ensure a season of preparation and growth for a more inclusive future.
Get a discount using Jennifer’s code (JTERECA24)
Other News and Trends
Artificial Intelligence
The article “The AI Advantage: Revolutionizing Company Culture for Unmatched Business Success” explores the transformative impact of AI on company culture and human resources management. It highlights how traditional HR methods, such as basic data metrics and surveys, often fall short in capturing the complexities of workplace dynamics. AI-powered cultural intelligence, however, provides a deeper analysis of employee recognition programs, offering real-time, holistic insights into skills, collaborations, and key contributors. By leveraging AI and natural language processing, organizations can effectively identify skills gaps, nurture talent, and pinpoint top performers.
Read the article at HRBR.org to learn more.
Layoffs
In a bold and strategic move, UKG, a major HR software company, has announced a 14% reduction in its workforce, laying off approximately 2,100 employees. Far from signaling trouble, this decision aims to pivot the company’s focus towards larger growth opportunities, especially in AI development. Formed from the merger of Ultimate Software and Kronos in 2020, UKG has nearly doubled its revenue to $4.7 billion and maintains high profitability with 35-40% margins.
According to CEO Chris Todd, this layoff is a strategic reallocation of resources to invest more heavily in AI, customer success, branding, advertising, and mid-market expansion. This move is expected to save UKG between $250-350 million, which will be reinvested in these areas. The decision aligns with a broader trend of substantial AI investments in the tech industry, positioning UKG for sustained growth. For HR professionals and industry watchers, this highlights a critical lesson in which companies must sometimes make tough decisions to realign resources and seize new growth opportunities.
Read the article at Josh Bersin to learn more.
Campus Recruiting and Internships
This year, summer job postings have dropped by 13.5%, and internships have taken an even harder hit with a 31% decrease. Economic uncertainty, inflation, and recession fears are driving this trend, but not all industries are feeling the pinch. Hospitality and tourism, for instance, have seen a 6% rise in job postings. The cautious approach of employers, especially towards internships viewed as long-term investments, is reshaping the landscape. Some companies are adapting with virtual or shorter internship programs to cut costs while still offering valuable experiences. For job seekers, this means being proactive, flexible, and open to new opportunities is more crucial than ever. Dive into our blog for a detailed analysis and tips to navigate these challenging times. Read the article at SHRM to learn more.