While recent events have put corporate America’s diversity efforts on defense, the programs continue to receive strong support from employees, according to new research from The Conference Board.

The survey gauges employees’ and executives’ perceptions of DEI initiatives and backlash.

Of the 1,345 surveyed, 58 percent of U.S. workers believe their organization devotes the appropriate level of effort and resources to their DEI initiatives; 21 percent don’t believe their organization’s efforts go far enough.

The study also explores the views of workers for the workers the programs focus on: nearly half of women (49 percent) and Black (56 percent) respondents say they wouldn’t work for a company that does not take DEI seriously.

“DEI values and initiatives are essential for many US employees and continue to receive strong, positive feedback,” said Allan Schweyer, principal researcher, Human Capital, The Conference Board. “Leaders should focus on what really matters for their workforce amid the noise, as these initiatives are crucial for attracting and retaining current and future talent.” Findings come from a survey of 1,345 US workers, carried out in August 2024.

Employees support DEI initiatives, with nearly a quarter expressing a desire for more.

More than half, 58 percent, say their organization’s DEI approach is appropriate, while 21 percent say it is insufficient.

Another 21 percent feel too much effort and resources are allocated to the programs.

Most companies have DEI initiatives that include fairness policies and equitable pay programs.

Of those surveyed, 81 percent say their company has fairness policies and executive leaders who actively promote DEI, 76 percent have programs that promote equitable compensation and benefits, and 74 percent have a dedicated DEI leader.

Employees find initiatives that emphasize the importance of DEI and fair pay the most impactful, with 63 percent reporting a positive impact from executive leaders communicating the importance of DEI and 62 percent saying the same for initiatives that promote equitable compensation and benefits.

Employers remain uncertain about the impact of measuring DEI objectives, with 52 percent saying that measuring DEI targets has a neutral or negative effect on their work experience. This may be due to concerns over whether DEI targets could be perceived as quotas and could unfairly advantage some groups over others.

The survey found that demographic differences shape employees’ views of DEI, with millennials showing the most support.

Millennials: 52 percent say their organization dedicates the right amount of effort to DEI and 32 percent say their efforts are not enough.
Gen X: 57 percent and 22 percent, respectively.
Baby Boomers: 63 percent and 12 percent, respectively.

Employees consider DEI vital for workplace culture but are unsure about its impact on productivity, with 71 percent of respondents indicating that DEI initiatives improve their sense of belonging.

Another 62 percent say they enhance engagement, while 59 percent say they help collaboration and retention.

Only 43 percent believe DEI positively impacts productivity, with 17 percent seeing it as detrimental.

“While DEI initiatives can establish a foundation for diverse perspectives and creativity, their impact is not easily quantifiable,” said Diana Scott, U.S. Human Capital Center Leader, The Conference Board. “Companies should methodically capture and communicate productivity improvements that stem from diverse teams to better illustrate DEI’s contributions.”

Nearly half of women (49 percent) wouldn’t work for a company that doesn’t take DEI seriously, while 29 percent of men report the same.

Women’s perceptions of DEI initiatives are more positive than men’s, with 73 percent reporting a positive impact from equitable compensation initiatives vs. 51 percent of men.

Another 71 percent of women report a positive impact from DEI workshops vs. 50 percent of men.

Black respondents are more likely to perceive DEI efforts as insufficient, with 56 percent of Black respondents saying they would not work for a company that does not prioritize DEI, compared to 40 percent of White (non-Hispanic), 33 percent of Hispanic, and 33 percent of Asian respondents.

Of the Black survey respondents, 40 percent say their company’s current DEI efforts are not enough, compared to 19 percent of White (non-Hispanic), 25 percent of Hispanic, and 23 percent of Asian respondents.

Executive Views of DEI Backlash

According to a survey of 73 senior DEI, HR, ESG, and Corporate Citizenship executives at US public companies, carried out in March 2024, the political and legal landscape for corporate diversity efforts is increasingly contested.

Of those surveyed, 63 percent of executives view the political climate for DEI as very or extremely challenging, indicating the 2023 Supreme Court decision on affirmative action negatively affected their DEI efforts.

Executives are bracing for persisting or intensifying scrutiny of their diversity initiatives.

Of the executives surveyed, 69 percent expect scrutiny of DEI efforts to persist or increase in the next three years.

Most companies are revising their DEI terminology, but few plan to reduce their DEI communications, with 53% indicating their company has adjusted its DEI terminology both internally and externally over the past year, and another 20 percent considering similar changes.

They’re adjusting language to broader concepts like “inclusion,” “belonging,” and “engagement,” which are less prone to legal challenge.

Only 9 percent of surveyed executives intend to scale back external DEI communications over the next year—and just 3 percent plan to do so internally.