Data Update: Employee Engagement Down Overall During Pandemic but Increases for Women, People with Disabilities and Visible Minorities
Since the beginning of the COVID-19 pandemic, we have seen an overall decrease in employee engagement. However, when we look a little deeper, we see that decreased engagement is not the case for everyone.
The groups with higher employee engagement are women, people with disabilities and visible minorities: All have reported an increase in employee engagement when compared to their peers at a statistically significant rate.
The output of work has remained relatively the same the change has been working from home, and importantly, the experience of these groups has increased positively. This leaves us wondering why? And how?
There are a few things we already know:
- We know that certain groups experience more harassment and discrimination in the workplace that others (Surprise! These groups are often women, people with disabilities and visible minorities).
- Micro aggressions are often present in the workplace, particularly during in-person interactions
- Commuting to work can be challenging and time consuming – especially for folks with a disability
- The past year and a half have given us more insight and understanding into the experience of people with dependents and children.
What is Causing the Increased Engagement?
One of the hypothesises we are exploring is whether working from home is providing women, people with disabilities and visible minorities with an added benefit – or rather, is removing a barrier from their previous work routines. Anecdotally, the answer is yes. But further analysis is needed.
Where Do We Go from Here?
We will continue to analyze the data and benchmark what we already know. We will test our hypothesises, steering our course of inquiry to better support diversity among workforces, and importantly, to measure the shifts and changes as a result of implementing a more informed approach. This will allow us to support our clients to increase the diversity and engagement within their organizations as well as create more effective hybrid return to the office plans for employees.
To learn more about measuring and enhancing the diversity and engagement in your workplace, reach out to Elisabeth via firstname.lastname@example.org