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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.

By attracting and retaining certain types of employees, benefits can have a compositional impact on the workforce through the sorting effect (Shaw 2015).

The composition and weighting of incentives provides an insight into the priorities of the committee that sets the targets, and thus of the priorities and culture of the company since their decisions and delegations are likely to focus on whatever performance target will trigger an incentive payment.

She is a frequent contributor to industry panels and webinars on the impact of COVID-19 on employee well-being and productivity and the future workplace.

We have some understanding of how and when varying forms of pay transparency may impact employee turnover, but we know little about its impact on the acquisition or retention of key talent, or on the composition of a firm’s human capital assets more generally.