As conversations around Diversity, Equity, Inclusion, and Belonging (DEIB) evolve, so too does the public perception of these concepts. Recent executive actions have sought to limit the use of "diversity" language in federal and private sectors, creating uncertainty for many organizations. Yet, even amidst political shifts, the business case for building inclusive, high-performing workplaces remains stronger than ever.
The term "DEIB" might change, but the need for systems and practices that foster belonging will not. Whether organizations use this acronym or not, the outcome we're driving toward — an environment where everyone has a fair shot at success — remains critical for engagement, retention, and performance.
Research from the Perceptyx Benchmark Database shows that a sense of belonging is key for positive employee outcomes:
But the absence of belonging comes with equally strong, if not more urgent, consequences. Our Center for Workforce Transformation research found that employees who don't feel they belong are:
In short, when people don't feel like they belong, they disengage, burn out, and ultimately leave.
Despite the evolving narrative, both employees and organizations continue to affirm the importance of DEIB initiatives and values. According to our 2025 State of Employee Listening, DEIB remains a top theme on which enterprises are actively seeking employee feedback, underscoring its continued relevance, even if it's no longer at the very top of the list.
Our research found that over half of employees say DEIB programs are not only important to them, but also that they would not want to work for an organization that does not implement these programs. This sentiment shows up clearly in our employee lifecycle data:
These data points suggest that, when an employee perceives their company’s commitment to diversity and inclusion is falling below their previously held conceptions, it may very well contribute to them walking out the door.
Taken together, the message is clear. Employees still care. Organizations still care. And despite external pressures, the need for DEIB has not diminished.
In the past, “diversity” was primarily viewed through the lens of legally protected demographics. Today, we know that effective diversity efforts encompass a broader spectrum, including:
What matters most is how differences are harnessed to create a thriving, innovative workplace. As our research on psychological safety has repeatedly shown, environments where all perspectives are valued drive better outcomes.
Retention is not just about compensation or perks — it’s about whether employees believe the systems are fair and have their best interests in mind. In fact, our benchmarks reveal that employees who intend to stay with their organization for at least the next year are:
Organizations that build inclusive, equitable processes will, by design, become more diverse and resilient.
Key elements include:
Advanced analytics on the employee experience data, including correlations to specific employee demographic populations, can help organizations uncover friction points, monitor progress, and take meaningful action. Our own listening and action strategies help organizations identify where gaps exist and what follow-on steps will have the most impact.
A workplace that prioritizes diversity and inclusion doesn’t just benefit employees — it outperforms. Research shows:
Further, our research finds that modelling inclusive behaviors at the top is key to an engaged workforce. Employees who are highly engaged are:
These findings highlight the importance of having inclusion embedded into the culture. Inclusion builds a cycle of belonging, performance, engagement, and retention that reinforces itself over time.
The DEIB acronym may shift. The terminology may evolve. But the fundamentals of what people need to thrive at work remain unchanged: fairness, opportunity, respect, and belonging.
Rather than getting caught up in the labels, organizations should stay focused on the outcome: creating a culture where everyone has a fair shot, feels like they matter, and can contribute meaningfully.
That's what drives engagement. That's what drives retention. And that's what makes the best companies better.
Ready to create a culture of belonging in your organization? Download our comprehensive DEIB Guidebook for research-backed strategies and actionable insights, then schedule a meeting with a member of our team. And for more data-driven perspectives on building inclusive workplaces, subscribe to our blog.