Sharing the science on EDI in the workplace

An inclusive and equitable work environment is vital for ensuring a psychologically healthy workplace. This is critical for Black, Hispanic, and LGBTQ+ workers, along with employees with disabilities, who are more likely to plan on leaving their jobs—especially if they’ve experienced discrimination in the workplace. 

In May, APA launched the Striving for Workplace Mental Health Excellence initiative to encourage employers to take vital actions to secure employee mental health. One key recommendation to organizational leaders was to critically evaluate their EDI policies and programs to ensure they support marginalized populations. Policies that effectively ensure equity among all employees benefit overall organizational health.

In June, Maysa Akbar, PhD, ABPP (APA’s Chief Diversity Officer) spoke at the conference board’s 26th Annual Diversity, Equity, and Inclusion Conference.

To an audience of chief diversity officers, chief human resource officers, and talent management professionals, Akbar outlined how:

• Redefining EDI with insights from psychological science on behavioral and attitudinal change can shift mindsets and benefit both employees and workplaces.
• EDI is integral to business strategy and the collective responsibility of every level of the organization from leadership to middle management to individual contributors.
• Shifting overall workplace culture is more effective than a “check-the-box” approach to EDI policies to improve employee performance and productivity, increase innovation, and reduce employee turnover.

In July, APA released its 2022 Work and Wellbeing Survey, which included key findings on EDI in the workplace.

• Survey data showed that discrimination in the workplace unfortunately remains a serious issue, especially for those who are disabled, LGBTQ+, or Black.
• Black workers were nearly twice as likely as white workers to report that they have experienced discrimination on the job (21% vs. 11%).
• Black (29%) and Latino (31%) workers were more likely to say they were often scared at work.
• Companies with women, people of color, and LGBTQ+ individuals in senior leadership roles were more likely to have EDI policies.