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This approach aligns with our culture and has proven to have a positive outcome on employee engagement — particularly during the “Great Resignation” of 2022-2023.

The numbers from those employees included: 85% believe their employer prioritizes DEI a good or great deal in the workplace.;74% feel that their employer is putting the right amount of effort into these initiatives.;64% of employees believe DEI is very or extremely important;83% agree or strongly agree with the statement “I feel comfortable talking about my background and cultural experiences with my colleagues.”;85% either agree or strongly agree that “I feel included and respected at my organization.”; The overwhelming employee agreement with those last two statements represent two key goals for a successful DEI program — the ability to honestly talk about diverse backgrounds and the feeling of inclusion and respect.

That’s great for your population and great for stop-loss coverage,” Tesoriero said.

.; ;98% more likely to have a great reputation for growth and development.; ;79% more likely to foster positive workforce experiences.; ;52% more likely to innovate.; Those numbers aren’t just impressive — they’re a roadmap.

Consider the following research snippets: Having a prestigious brand, inspiring vision and great reputation as an employer were the top considerations for joining a company for U.S. employees ( Brand Finance ).

Here are some of the key numbers from the survey of 303 full-time business professionals via the Schlesinger Group panel online: 85% believe their employer prioritizes DEI a good or great deal in the workplace.;74% feel that their employer is putting the right amount of effort into these initiatives.;64% of employees believe DEI is very or extremely important.;83% agree or strongly agree with the statement “I feel comfortable talking about my background and cultural experiences with my colleagues.;85% either agree or strongly agree that “I feel included and respected at my organization.”; The overwhelming employee agreement with those last two statements is particularly significant.

This work-versus-care tension has contributed a great deal to the so-called “Great Resignation” of the pandemic era, and the more recent phenomenon of “quiet quitting,” in which workers deliver the bare minimum while awaiting job opportunities that afford greater flexibility.

What a great idea.

“One of our proof points is that we have avoided the ‘Great Resignation’; U.S.

Negative-15 NPS is not a great picture [for employers and their total rewards professionals].