Three Quarters of Employees Say Racial Equity Policies Are Not Genuine

Catalyst

2022/6/23 18:35

PR96653

 

NEW YORK, June 22, 2022 /PRNewswire=KYODO JBN/ --

 

    - New Catalyst research shows that 68% of employees also say their

employers' Covid-related policies are not genuine.

 

In 2020, as employers were grappling with the pandemic and renewed calls for

racial justice, many responded with new policies and pronouncements. But

according to a survey of nearly 7,000 employees in 14 countries around the

globe conducted by Catalyst [

https://c212.net/c/link/?t=0&l=en&o=3574223-1&h=1265223866&u=http%3A%2F%2Fwww.catalyst.org%2F&a=Catalyst

], more than two out of three employees (68%) believe their organization's

coronavirus-related policies for the care and safety of their workers were not

genuine. In White-majority countries, three-quarters of employees reported that

their organization's racial equity policies were not genuine.

 

Logo - https://mma.prnewswire.com/media/732308/Catalyst_Tagline_Logo.jpg

 

The report, Words Aren't Enough: The Risks of Performative Policies [

https://c212.net/c/link/?t=0&l=en&o=3574223-1&h=989099766&u=http%3A%2F%2Fwww.catalyst.org%2Freports%2Frisks-performative-policies&a=Words+Aren%27t+Enough%3A+The+Risks+of+Performative+Policies

], shows that it's not enough to announce policies or issue statements.

Organizations must follow through and take meaningful action. The data show

that employees are savvy and recognize when company policies are merely

performative—and when that is the conclusion they reach, there are consequences

for organizations, including less engagement and intent to stay among employees.

 

"This report is a wake-up call for CEOs and other senior leaders at a time when

employers are still facing high turnover due to the Great Resignation," said

Lorraine Hariton, Catalyst President & CEO. "When faced with the next

unprecedented disruption, leaders must be able to address it with empathy and

authentic, meaningful actions."

 

Most Employees Do Not View Covid-19 Policies as Genuine but Have Better

Experiences at Work When They Do—Key Findings:

 

    - More than two out of three employees (68%) reported that their

      organization's Covid-19 policies were not genuine.

    - Employees who felt their organization's Covid-19 policies were genuine

      experience more inclusion, engagement, feelings of respect and value for

      their life circumstances, ability to balance life-work demands, and

      intent to stay.

    - Employees who perceived their organization's Covid-19 policies as genuine

      and had empathic senior leaders experienced less burnout than others.

 

Most Employees Do Not View Racial Equity Policies as Genuine but Have Better

Experiences at Work When They Do—Key Findings:

 

    - Three-quarters (75%) of employees reported that their organization's

      racial equity policies were not genuine.

    - Employees from marginalized racial and ethnic groups were less likely to

      view these policies as genuine (23%) than White employees (29%).

      Employees from marginalized racial and ethnic groups who felt their

      organization's racial equity policies were genuine experienced more

      inclusion, engagement, feelings of respect and value for their life

      circumstances, ability to balance life-work demands, and intent to stay.

    - Greater empathy from senior leaders was associated with increased

      perceptions of their organization's racial equity policies as genuine,

      leading to increased experiences of inclusion among employees from

      marginalized race and ethnic groups and increased engagement among women.

 

Report authors Tara Van Bommel, PhD [

https://c212.net/c/link/?t=0&l=en&o=3574223-1&h=2024718408&u=https%3A%2F%2Fwww.catalyst.org%2Fbio%2Ftara-van-bommel-phd%2F&a=Tara+Van+Bommel%2C+PhD

] , Kathrina Robotham, PhD [

https://c212.net/c/link/?t=0&l=en&o=3574223-1&h=2608438557&u=https%3A%2F%2Fwww.catalyst.org%2Fbio%2Fkathrina-robotham%2F&a=Kathrina+Robotham%2C+PhD

], and Danielle M. Jackson, PhD [

https://c212.net/c/link/?t=0&l=en&o=3574223-1&h=2934357884&u=https%3A%2F%2Fwww.catalyst.org%2Fbio%2Fdanielle-jackson-phd%2F&a=Danielle+M.+Jackson%2C+PhD

], pinpoint leader empathy as a key determinant in whether employees perceived

Covid-related and racial equity policies positively. Leaders who use their

empathy skills are better able to create and communicate an authentic,

equitable vision for the future and reap the employee and organizational

benefits, according to the survey.

 

"We are amid a paradigm shift that compels companies and leaders to take a

stand on the defining social and environmental issues of our time," said report

author Van Bommel, who leads Catalyst's research on women and the future of

work. "Empathy is a vital skill—one that can be learned, developed, and

strengthened, and when CEOs and other senior leaders are empathic with

employees, they are able to address employee priorities in a vision that will

bring deep change and success to everyone."

 

This report, the third in Catalyst's series on Leveraging Disruption for

Equity, lays out specific steps that CEOs and other senior leaders can take to

be authentic and sincere by using empathy skills.

 

Methodology

Catalyst surveyed 6,975 employees in 14 countries. Respondents were recruited

through a panel service company. At the time of the survey, all respondents

were full-time workers. After obtaining informed consent, respondents completed

an online survey about "technology and work-life experiences." The survey took

approximately 20 minutes to complete and included questions about their

experiences at work and a demographics section. Catalyst used a variety of

statistical analyses to understand the relationships between a respondent's

perceptions of Covid-19 and racial equity policies, senior leader empathy, and

employee outcomes.

 

About Catalyst

Catalyst [

https://c212.net/c/link/?t=0&l=en&o=3574223-1&h=4287341375&u=https%3A%2F%2Fwww.catalyst.org%2F&a=Catalyst

] is a global nonprofit supported by many of the world's most powerful CEOs and

leading companies to help build workplaces that work for women. Founded in

1962, Catalyst drives change with preeminent thought leadership, actionable

solutions and a galvanized community of multinational corporations to

accelerate and advance women into leadership—because progress for women is

progress for everyone.

 

Contacts

 

Erin Souza-Rezendes

Senior Director, Global Communications

Catalyst

erezendes@catalyst.org

 

Stephanie Wolf

US Communications Consultant

Catalyst

stephanie@stephaniewolfpr.com

 

Ted Bravakis

Canada Communications Consultant

Catalyst

tbravakis@bravacomm.com

 

Frances Knox

EMEA Communications Consultant

Catalyst

frances@frankly-pr.co.uk

 

SOURCE  Catalyst

 

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