With the recent Supreme Court decision on affirmative action gutting race-conscious admissions, diversity in education received a heavy blow. Organizations may need to redouble their intent to improve diversity, equity, and inclusion (DEI) in the workforce. Fortunately, according to Gallup, recognition can play a pivotal role to reinforce DEI efforts. Find out why and how in this discussion of the study.
The need for DEI
Before discussing Gallup and Workhuman’s findings, let’s quickly dive into why ongoing efforts are needed to reinforce DEI. As we’ve shared previously, there are three main areas where organizational efforts fall short for BIPOC (Black, Indigenous, and People of Color): representation, wages, and leadership opportunities.
Consider these facts:
- In 2022, 77% of non-BIPOC workers were employed versus 37.8% of BIPOC workers. Yet BIPOC people account for nearly a fourth of the US population.
- In 2019, Black workers earned 76% of the hourly wages earned by non-BIPOC workers. Hispanic workers earned only 73%.
- Only 3.2% of executive and senior-level positions are held by Black individuals in the United States, despite making up 12.3% of the population.
Hiring practices will play a large role in addressing these discrepancies. Yet it’s also true that how you employ recognition in your work environment can have an impact.
Recognition can reinforce DEI efforts
In From Appreciation to Equity: How Recognition Reinforces DEI in the Workplace, Gallup and Workhuman note, “the vast majority of HR leaders (97%) report that their organization has made changes to improve DEI, but many employees feel differently.”
The authors cite a separate survey stating only 37% of employees strongly agree that their employers have made changes to improve DEI. In fact, “Only 31% of employees say their organization is committed to improving racial justice or equality in their workplace.”
Yet the research from Gallup and Workhuman suggests employee recognition can be leveraged to foster an equitable and inclusive work environment. Recognition, “when done right…can foster an environment of equity and inclusion, shine a light on historically overlooked or under-supported employees, as well as shield a diverse workforce against burnout and turnover.”
There’s no set amount of recognition that predicts positive employee experience. Still, the authors note, employees who agree they receive the right amount to recognition weekly are four times as likely to perceive their workplace as inclusive. They’re also seven times more likely to say their workplace is equitable compared to those who do not strongly believe that they are getting the right amount of recognition.
Still, more recognition isn’t the easy answer. Authenticity matters. “Three-quarters of Black and Hispanic employees do not strongly agree that the recognition they receive is authentic. By comparison, White employees are 10 percentage points more likely to feel the recognition they receive is authentic.”
Further, Black and Hispanic employees are particularly “attuned to authenticity.” The study found, “Black employees are 79% more likely to be thriving, and Hispanic employees are 69% more likely, when they also strongly agree the recognition they receive is authentic.”
Power of the right recognition
Thus reinforcing DEI isn’t simply about handing out more praise. The recognition needs to be carefully considered and personalized to the individual. Fortunately, a conscientious effort to employ the power of recognition can benefit DEI in other ways too.
Employee burnout is a universal issue. A Gallup survey found that 26% of employees experience burnout “very often” or “always.” However, burnout is a greater issue for different groups. For example, 34% of women are “always” or “very often” burned out as opposed to men at 26%.
Recognition can reduce these rates. Fulfilling recognition provides a buffer against burnout for all employees, the study found. Indeed, receiving the right amount of recognition brought down burnout rates much more for BIPOC employees. Black and Hispanic workers were 43% and 44% less likely to be burned out, respectively, compared to a 20% drop with recognition among White workers.
Unsurprisingly, employees who agree that they receive the right amount of recognition are also 37% less likely to be looking elsewhere for employment. The relationship is strongest among White workers, who are 39% less likely to search for new jobs when they receive the right amount of recognition. Still, both Black and Hispanic workers were 26% less likely to be actively seeking another job when recognition was right.
Making use of strategic recognition
The Gallup and Workhuman study confirms that “strategic recognition” can support a culture celebrating collective differences in which all people can thrive. They recommend leaders and managers to:
- Track both big and small successes
- Recognize coworkers’ unique talents, passions, and perspectives
- Make tangible, fun recognition easily accessible
- Create space to recognize each other’s non-work-related accomplishments
- Ensure frequent feedback is given across racial, gender, or other identities
- Audit recognition programs to increase equity
Note, though, they speak about doing recognition right and strategically. That’s key. That’s why our next article looks more specifically at examples of employee recognition gone wrong.
In the meantime, employee pulse surveys can help you understand the state of DEI in your organization, or help you learn what types of recognition will resonate best with your people. Contact us today to get started.
