Why is DEI important in the workplace?

Diversity, equity, and inclusion (DEI) influence hiring, retention, and employee satisfaction. Three in five employees say DEI affects whether they accept or stay in a job.

What DEI practices are seen as most effective?

Inclusive hiring and flexible policies were rated by employees as the most effective DEI practices.

What DEI practices are least effective?

Symbolic or box-checking efforts are viewed as performative and can be harmful to workplace culture.

What challenges are preventing DEI success?

Common barriers include lack of budget, leadership buy-in, or expertise, with 41% of HR professionals citing competing priorities as the biggest challenge.

How do employees and HR differ in their view of DEI impact?

HR professionals report strong ROI from DEI in areas like hiring and retention, while employees outside HR often see far less impact in their day-to-day experience.

Is DEI in the Workplace Effective? 2025 Report

Is DEI Working? The Data Behind the Disconnect

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Despite years of investment and intention, diversity, equity, and inclusion (DEI) efforts remain a source of tension in the workplace. Some see measurable progress. Others feel left out or left behind. To understand how DEI is actually being experienced across today’s workforce, Sogolytics surveyed 1,000 full-time employees at organizations already engaged in DEI.

The findings reveal real gains alongside deep gaps. Three in five participants say DEI influences whether they accept or stay in a job. Yet only half of HR teams track outcomes like pay equity or promotion. While 62% say DEI would impact their decision to accept a job offer, one in four question whether leadership genuinely prioritizes inclusion. And while HR professionals consistently report positive ROI, pointing to improvements in hiring, retention, and onboarding those outside HR often see far less impact.

[Explore the full report: The Illusive ROI of DEI]

What works? Participants rated inclusive hiring and flexible policies as the most effective practices. What doesn’t? Symbolic or box-checking efforts are seen by many as performative at best and harmful at worst. One in three HR professionals say DEI is undercut by a lack of budget, buy-in, or expertise, with 41% citing competing priorities as their biggest barrier.

Younger Workers Are Driving DEI Expectations

Inclusion cannot be assumed, and ROI cannot be claimed without proof. For DEI to succeed, it must be more than a message from the top. It must be visible, credible, and felt in the everyday experience of work. As this report shows, progress is possible but only when strategy meets substance.