A recent study by HR software provider Ciphr has exposed significant gaps in perception between managers and employees when it comes to prioritising diversity, equity, inclusion, and belonging (DEI&B) initiatives in the workplace.
Released during National Inclusion Week (25 September to 1 October 2023), the study sheds light on the stark contrast between how leaders believe they lead inclusively and how employees perceive these efforts.
Out of the 1,000 participants surveyed, 77 percent acknowledged that their employers take diversity and inclusion seriously.
However, a deeper dive into their personal experiences reveals a more sceptical view among employees, highlighting the need for continued progress in workplace equality, diversity, and inclusion (EDI).
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A gap in leadership
A striking finding from Ciphr’s research is the perception gap regarding inclusive leadership. While 77 percent of leaders and senior managers believe they lead inclusively, only 60 percent of non-management staff and 65 percent of junior and middle managers concur. Notably, 15 percent of non-managers do not believe their leaders demonstrate inclusive behaviour, suggesting potential shortcomings in leadership’s commitment to DEI.
The study also delved into aspects such as employees’ sense of belonging, comfort in bringing their authentic selves to work, and whether they feel they have a voice in their organisation. Alarming results show that only half (50%) of non-managerial employees feel a sense of belonging most or all the time. This figure increases with seniority, reaching 68 percent for senior managers.
Equally concerning is the revelation that nearly a fifth (18%) of all respondents rarely or never feel a sense of belonging at work, with a notable impact on those at the start of their careers, as 33 percent of 18- to 24-year-olds report a persistent lack of belonging.
The study also highlighted a significant number of employees, across all levels, who feel unheard in their organisations. A staggering 29 percent of non-managers and 23 percent of junior and middle managers feel they have no voice in their organisation, while even senior managers are not immune, with 11 percent feeling voiceless.
Employees’ confidence in being themselves at work also varies, with 14 percent of employees versus 4 percent of bosses feeling less likely to be authentic. Notably, 25 percent of 18- to 24-year-olds admit to hiding their true selves at work.
Industry variations
Industry-wise variations in the sense of belonging were evident, with construction (69%), healthcare and social assistance (63%), and finance and insurance (60%) professionals reporting the highest levels, while legal services (33%) and government and public administration (44%) lag behind.
A striking discrepancy in perception was revealed when comparing results by ethnicity. Ethnic minority employees were more positive about their organisation’s inclusivity than their white counterparts, with 81 percent believing their workplace has a welcoming and inclusive culture.
The study emphasises the tangible benefits of fostering a sense of belonging at work, noting that employees who feel they belong are more likely to be engaged, enjoy their work, and remain with their employer for a longer duration.
As workplaces strive for inclusivity, Ciphr’s study underscores the importance of bridging the perception gap between leaders and employees and continuing efforts to create truly inclusive environments.
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
- Amelia Brand
- Amelia Brand
- Amelia Brand
- Amelia Brand
