At LHH, we believe that building a truly inclusive workplace isn’t just a task for HR—it’s a shared responsibility that should be woven into the fabric of every organization. Diversity, equity, and inclusion (DEI) are not just moral imperatives; they are business-critical strategies that drive innovation, engagement, and long-term success in an increasingly global and diverse market.
Our goal in sharing the findings from our 2024 Workforce Trends Report is to provide organizations with practical, data-informed insights that can help accelerate their DEI journey. Through extensive research, including input from thousands of employers and employees, we’ve uncovered a significant misalignment in how both groups perceive their companies’ commitment to diversity.
This disconnect can hinder progress—but it also represents a powerful opportunity. When organizations commit to bridging that gap, they unlock the potential to not only retain diverse talent but to elevate them into future leadership roles.
Is Your Organization Doing Enough to Promote Diversity?
In our 2024 Workforce Trends Report, we discovered a major gap in how well employers and employees think their organizations are prompting diversity.
Case in Point: DEI in Action
One of our clients—a leading Pharmaceutical & Oncology division—faced a common challenge: mid-career professionals of color were hitting invisible barriers to advancement. Despite strong performance, these high-potential individuals lacked access to the leadership development opportunities that would allow them to grow, thrive, and contribute at higher levels.
To address this, the company launched a Multicultural Engagement Program (MEP) aimed at investing in and developing diverse talent. LHH partnered with them by providing experienced executive coaches—matched with participants based on shared cultural backgrounds—to deliver six months of 1-on-1 Inclusive Leadership Coaching.
Key coaching themes included self-awareness, building influence, mentoring others, and navigating workplace dynamics. The results speak for themselves:
- The program expanded to include 40 additional diverse leaders.
- Five participants were promoted.
- Five others received stretch assignments to prepare for future roles.
- A stronger sense of community and purpose was fostered among emerging leaders.
Sustainable DEI Requires Leadership at All Levels
A successful DEI strategy isn’t a one-off initiative—it’s a long-term commitment that relies on the support and engagement of employees at every level. This means establishing feedback loops, listening actively through surveys and town halls, and communicating DEI efforts clearly and consistently.
But perhaps most importantly, it means developing leaders who can model inclusive behaviors, foster belonging, and lead diverse teams effectively.
At LHH, we not only help organizations craft and execute impactful DEI strategies—we also empower them to build the kind of leadership that brings those strategies to life.
Invest in Inclusive Leadership. Build a Better Workplace.
If your organization is serious about creating a culture of equity and belonging, the next step is developing leaders who can make it real. Through our Leadership Development Services, we help organizations prepare inclusive, future-ready leaders who inspire, engage, and drive meaningful change.
Let’s work together to build the leadership your workforce—and your future—deserve.