What kind of impact has Diversity, Equity, and Inclusion (DEI) had on HR Technology decisions? Has this become a driver in making decisions on HR/HCM technology or just a talking point? What emphasis are we seeing from HR in this area?
My experiences are most new ideas or enhancements are rolled out to Enterprise clients first. I think this is very prevalent in that size range. Mid market is definitely interested but it is not driving the decision. Core functionality and specific needs still the decision maker in mid-market. They are asking about it in the reporting capabilities frequently.
– Vincent Pinto, NFP
The push for a more intentional HR strategy around DE&I is becoming more clear in our conversations with clients. We have seen multiple HR teams eliminate providers because their specific DE&I mission statement was not clear or readily available. I think this is going to continue to be a point of discussion during selections and evaluations as HR begins to view solution providers as more than commodity relationships, but an extension of their own values.
– Corrina Nation, BTR
We have not seen DEI been impactful to HR Technology decisions, but more of a talking point. There is certainly awareness to improving DEI.
– Anne Burkett, USI Insurance Services
From an HR technology sourcing, evaluation, and selection standpoint, we have seen some clients include the request for information around provider internal DEI programs for years. In terms of evaluating HCM and applicable HR technology solutions to help with their own organization's DEI objectives, we are seeing clients seek information as part of an RFP or through discussion with vendor candidates. Some examples include clients wanting to better understand the use of surveys, communication abilities, access to data and metrics, and deeper dives into some aspects of talent acquisition, talent management, learning and education, and employee development capabilities in the software and system(s).
– Ron Conine, Lockton Companies
What has been interesting to me is how this has been more of a "fad" than a pervasively consistent driver. Personally, I saw a lot of movement in this direction in the 2017-19 timeframe, then it fizzled. Most interesting of all was the immediate, increased attention it received in May/June 2020 at a time when, ironically, few decisions were being made due to focus/money issues. It has returned to the recruiting technology space in 2021, but HR isn't done putting out their other fires to really address it in their technology, particularly their short-staffed situations.
– Jeremy Ames, Workforce Insights
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