New policies are emerging beyond traditional DEI areas, such as:

Neurodiversity. Three years ago, only 14% of US respondents said they had a neurodiversity policy in place to better interact with and manage employees on the autism spectrum. Today, 63% say they do.
Flexible work. In the US, 46% of companies already had flex policies in place, beating the global average (which includes the US number) of 27% of companies. Now, however, only 7% of global companies have no such policy (same as the US).
Miscarriage. In the last year alone, 43% of US companies implemented policies that accommodate grieving workers.
Adoption. Three years ago, only 28% of US companies had policies around adoption. Today, 86% of companies have formal accommodations for their workforce.
Domestic abuse. Eighty-two percent of the organizations surveyed said they had policies that address domestic abuse.
Supplier diversity. Today, 88% of companies have supplier diversity policies in place. That's up from only 14% just three years ago.
Transgender identity. Forty-one percent of US respondents say they have instituted transgender identity policies at their company in the last 12 months.
Menopause. Within the last year alone, 36% of US companies instituted menopause policies.

But, like anything that demands a shift in thinking, progress remains relatively slow. Sixty-nine percent of the US respondents said different legal requirements in multiple jurisdictions make it difficult to implement company policies consistently. Also, 60% of those respondents believe that different cultural expectations in some jurisdictions make it difficult to implement company policies consistently. However, any progress is progress, and the awareness of DEI issues are certainly permeating their way into corporate HR and executive decision-making.

Instant Insights /

Evolving DEI Policies Explore New Ground

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