Because of the complex and sensitive nature of DIB discussions, Southpaw Insights recommended conducting in-depth, one-on-one conversations via Zoom. We interviewed over 140 employees representing a wide range of roles/tenure/levels and different personal identity groups (e.g., gender, race, ethnicity, sexual orientation, and veteran status). Using a diverse team of 9 interviewers, we were able to match our interviewers with the employee profiles to increase their comfort and create conditions for them to candidly share their lived reality with us. The interviews were an hour long, and participants were assured of complete confidentiality. In addition, participants received a high-level summary of the findings both as a thank-you for their involvement and as a confirmation that their voices had been truly heard.

We learned that a large majority of employees see their employer’s DIB efforts as well-intentioned and meaningful. But they also said that while their employer has made a good start, a big question remains about meaningful follow-through. Will the DIB efforts move from good intentions to action? They cited numerous specific – and systemic – ways in which the DIB team can improve their current approach and advance DIB in a more holistic, effective way.

Participants in the study were gratified to be asked for their opinions, and the depth and breadth of the study itself was seen as important proof that the company is serious about DIB. The insights we provided helped clarify for leadership how they’ve succeeded, where they’ve missed the mark, and provided actionable ways to make real and immediate changes to fulfill the company’s commitment to furthering DIB.