Embedding DEI Programs
Leaders see improvements in organizational culture as a result of DEI.
The process of embedding DEI into the revenue organization is unique to each company, but the most important step is to commit to a long-term vision that aims at continuous improvement. Alexander Group’s recent Diversity, Equity and Inclusion survey shows that, across the board, companies not yet implementing various DEI programs tend to perceive them as potentially less effective, whereas companies that have already made large strides in program implementation laud their programs as highly effective.
Alexander Group Survey data: Most revenue organizations that are not implementing various DEI programs are cautious because of low expected effectiveness. In contrast, revenue organizations that have committed and are fully implementing DEI programs are seeing the benefits.
As with any transformation, the road to building strong DEI programs may seem daunting without clear insight into each program’s ROI; however, companies that are first-movers in committing to a best-practice mindset recognize their ongoing investments as worthwhile, already citing improvements in talent acquisition, retention and meeting or exceeding their customer expectations. Nearly 80% of revenue leaders responding to Alexander Group’s recent DEI survey have seen improvements in organizational culture as a result of DEI investments made in the past 12-18 months.
Learn about all the steps needed to achieve a new level of relevance and competitiveness in the market in the DEI Excellence in the Revenue Organization whitepaper or contact us to learn how the Alexander Group can help.
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