What is the story about?
What's Happening?
A recent report titled the 2026 State of People Strategy Report has highlighted a significant gap in the appointment of dedicated diversity, equity, inclusion, and belonging (DEIB) roles within companies. According to the report, 60% of surveyed companies have never appointed such roles. The report, developed by HR platform Lattice, surveyed 1,002 HR professionals globally, with 180 respondents from the UK and Ireland. It found that only 37% of these respondents reported having dedicated DEIB roles, while 3% were unsure. The report also noted that 28% of organizations are cutting DEIB roles entirely, with 13% having already done so and 15% planning to in the future. This trend underscores a broader challenge in how DEIB is perceived in the workplace, as it is often seen as a standalone initiative rather than an integral part of business strategy.
Why It's Important?
The lack of dedicated DEIB roles in companies is significant as it may hinder efforts to create inclusive workplaces. DEIB roles are crucial for ensuring that diversity and inclusion are embedded into the organizational culture and strategy. Without these roles, there is a risk of reduced visibility and accountability, which could slow down or reverse inclusion efforts. This is particularly concerning given the ongoing need for inclusive practices in the workplace. As economic and structural pressures mount, DEIB roles are often among the first to be reduced, despite their importance. The report suggests that effective DEIB policies require buy-in from all levels of leadership to be successfully integrated into a company's culture.
What's Next?
Organizations are encouraged to continue listening to their employees and assess the impact of any changes to DEIB roles. It is essential for businesses to maintain a strategic focus on DEIB to build inclusive cultures that support long-term employee wellbeing and success. Companies may need to reconsider their approach to DEIB, ensuring it is not just a standalone initiative but a core part of their business strategy. This may involve engaging leadership at all levels to ensure DEIB is successfully embedded into the organizational culture.
Beyond the Headlines
The reduction in DEIB roles may have deeper implications for workplace culture and employee engagement. As DEIB is often seen as a standalone initiative, its reduction could lead to a lack of accountability and visibility, potentially reversing progress made in inclusion efforts. This highlights the need for organizations to integrate DEIB into their core business strategy, ensuring it is not just a checkbox but a fundamental aspect of their operations.
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