In 2020, as employers were grappling with the pandemic and renewed calls for racial justice, many responded with new policies and pronouncements. But according to a survey of nearly 7,000 employees in 14 countries around the globe conducted by Catalyst, more than two out of three employees (68%) believe their organization’s coronavirus-related policies for the care and safety of their workers were not genuine. In White-majority countries, three-quarters of employees reported that their organization’s racial equity policies were not genuine.
The report, Words Aren’t Enough: The Risks of Performative Policies, shows that it’s not enough to announce policies or issue statements. Organizations must follow through and take meaningful action. The data show that employees are savvy and recognize when company policies are merely performative—and when that is the conclusion they reach, there are consequences for organizations, including less engagement and intent to stay among employees.
Most employees do not view Covid-19 policies as genuine but have better experiences at work when they do—Key Findings:
- More than two out of three employees (68%) reported that their organization’s Covid-19 policies were not genuine.
- Employees who felt their organization’s Covid-19 policies were genuine experience more inclusion, engagement, feelings of respect and value for their life circumstances, ability to balance life-work demands, and intent to stay.
- Employees who perceived their organization’s Covid-19 policies as genuine and had empathic senior leaders experienced less burnout than others.
Most employees do not view racial equity policies as genuine but have better experiences at work when they do—Key Findings:
- Three-quarters (75%) of employees reported that their organization’s racial equity policies were not genuine.
- Employees from marginalized racial and ethnic groups were less likely to view these policies as genuine (23%) than White employees (29%). Employees from marginalized racial and ethnic groups who felt their organization’s racial equity policies were genuine experienced more inclusion, engagement, feelings of respect and value for their life circumstances, ability to balance life-work demands, and intent to stay.
- Greater empathy from senior leaders was associated with increased perceptions of their organization’s racial equity policies as genuine, leading to increased experiences of inclusion among employees from marginalized race and ethnic groups and increased engagement among women.
To read the full Catalyst report, click here.
