An Intel commissioned global survey reveals that 81 percent of the business leaders in India believe these workplace disruptions caused by the pandemic have had a positive impact on DE&I in their organisation, demonstrating how remote workspaces and hybrid work models have been successful for achieving DE&I goals. Furthermore, 71 percent said their organisation has significantly adapted DE&I initiatives for a hybrid workforce.
The survey was taken up by 3,000+ business leaders across 17 countries to hear the first-person point of view on the state of Diversity, Equity, and Inclusion (DE&I) today and in the future. In India, the findings reveal the perspectives of more than 200 business leaders across the country on the impact the Covid-19 pandemic has had on achieving their goals and how they plan to build inclusive and diverse companies going forward.
“As organisations plan for the next phase of work — whether remote, in-person, or hybrid — leaders need to continue thinking differently about DE&I. Intel is committed to driving inclusion within our organisation, as well as in the industry,” Anjali Rao, Senior Director – HR, Intel India said.
In India, about 69 percent of survey participants who have set DE&I goals said they want to achieve them in the next two years and 77 percent of those are confident in the company’s ability to do so – compared to 66 percent of business leaders globally.
Other key trends from the report include:
Technology plays a key role in achieving DE&I goals
94 percent of respondents with a hybrid workforce in India agreed that technology will make it easier to achieve their DE&I goals, highlighting its importance. Over half (51 percent) of respondents said that exploring how technology might help bolster their DE&I commitments is one of their top three priorities in the next 12 months.
Impact of COVID-19 on inclusivity
66 percent said that remote working and digitalisation has made it easier to hire from underrepresented groups, and 57 percent said that the acceleration of digital transformation spurred by the pandemic has encouraged the adoption of new tools that will support inclusivity. On the other hand, 55 percent of those who have indicated a Covid-driven negative impact on DE&I said that working remotely has made inclusivity more challenging.
Room for stakeholder, financial, and industry-wide investment
36 percent of business leaders said there’s room for their company to invest more in systems and initiatives that promote DE&I. In terms of barriers to success, 45 percent said that a lack of investment in the tools and technologies to innovate is a key challenge that could prevent their company from reaching its DE&I goals. 50 percent said that more employee training, development, and support is critical in helping their business reach its DE&I goals and 63 percent believe that more awareness and inclusive language in products and documentation could help businesses achieve their DE&I goals.
DE&I training and benchmarks
48 percent said their organisation has introduced new DE&I training for senior leadership over the past year and have made significant changes to them since remote work began in 2020 in order to adapt to changing work environments. That’s in addition to 39 percent who said they already have rigorous policy and training for their senior leadership. Further, 46 percent of leaders surveyed said they’d welcome global benchmarks and industry standards for DE&I and 47 percent want more collaboration across the industry as it relates to inclusion.