Searching Workplace Equity on page 22

“With the increasing emphasis on diversity, equity and inclusion (DEI) initiatives, we will continue to see employers look for ways to ensure their programs — not just medical — are inclusive for all employees,” she said.

Investors and board members are demanding more than mere lip service and baseline legal compliance when reviewing a company’s efforts with respect to workplace social issues, such as diversity, inclusion and pay equity.

See Issue Workspan Q1 2022 True pay equity still eludes the American workplace, despite significant progress.

;What harm is this type of inequity causing women in the workplace?

To effectively close those gaps, Thomas said employers should implement strategies focused on equity to reduce bias and ensure a consistent approach in the promotion process: ;Establish astandardized promotion process that minimizes bias by ensuring clear criteria and diverse decision-making panels.; ;Support flexible work policies like providing parental leave, flexible schedules and return-to-work programs that can help women maintain career momentum.; ;Prioritize equity in career growth to cultivate a more inclusive workplace and also drive better business outcomes.; Clearing the Path As more organizations embrace flexible return-to-work policies, career development for women can become more adaptable and sustainable, Simmons said.

Releasing diversity data is essentially standard practice today, said Meredith Benton, principal and founder with Whistle Stop Capital and program manager for nonprofit As You Sow’s workplace equity program.

(Editor’s note: WorldatWork recently switched its usage of the terms “diversity, equity and inclusion” and “diversity, equity, inclusion and belonging” to “equitable and diverse workplaces.”

Additional key findings included: ;Only 5% believe DEI should be scaled back.; ;69% fear corporate DEI rollbacks will trigger industry-wide cutbacks.; ;65% say reducing DEI efforts will significantly harm employee retention.; ;64% believe workplace morale will suffer.; The survey also identified key strategies to sustain and enhance DEI initiatives: ;28% support strengthening employee resource groups.; ;28% want better communication about DEI goals.; ;27% emphasize regular pay equity reviews.; ;27% advocate for more diverse hiring and promotion practices.; ;26% believe leadership must be more accountable for DEI success.; Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Equitable and Diverse Workplaces; ;Employee Benefits; ;Employee Compensation; ;Employee Experience; You have to login to perform

Women were also less satisfied with their workplaces’ family leave policies and flexible work options.