New Delhi: Just one in 10 employees (10.2%) feels they are truly recognised in inclusive workplace environments, despite rising corporate focus on diversity, equity and inclusion (DEI), according to a new report by employee engagement platform CultureMonkey.
The report, based on feedback from more than 10,000 employees across the US, Europe, India and the rest of Asia-Pacific, suggests that while DEI programmes may be more visible than ever, their impact remains inconsistent and often superficial.
Many respondents flagged recurring challenges such as biased promotions, unequal pay and lack of objective recognition that persist despite company-level DEI commitments.
“The intent to build more diverse and inclusive workplaces is clearly there, and that’s encouraging,” said Senthil Kumar Muthamizhan, founder and chief executive of CultureMonkey. “The real opportunity now is turning that intent into everyday impact, and that starts with consistent follow-through from leadership.”
While more than three in five (61.2%) respondents said their company’s DEI efforts made them feel supported and valued, only slightly more than a quarter (28.6%) described their workplace culture as genuinely inclusive and respectful.
Complaints included unequal shift assignments, favouritism and poor accessibility for disabled employees, highlighting the uneven application of DEI principles across departments and geographies.
Access to DEI-related learning also appeared skewed. Just 16.3% of employees said they benefited from diversity training or awareness programmes, with others citing unequal access to such resources and development opportunities.
CultureMonkey’s report recommends that companies go beyond symbolic gestures, such as DEI statements or awareness weeks, and instead focus on building merit-based systems for compensation, recognition and promotion.
The report, based on feedback from more than 10,000 employees across the US, Europe, India and the rest of Asia-Pacific, suggests that while DEI programmes may be more visible than ever, their impact remains inconsistent and often superficial.
Many respondents flagged recurring challenges such as biased promotions, unequal pay and lack of objective recognition that persist despite company-level DEI commitments.
“The intent to build more diverse and inclusive workplaces is clearly there, and that’s encouraging,” said Senthil Kumar Muthamizhan, founder and chief executive of CultureMonkey. “The real opportunity now is turning that intent into everyday impact, and that starts with consistent follow-through from leadership.”
While more than three in five (61.2%) respondents said their company’s DEI efforts made them feel supported and valued, only slightly more than a quarter (28.6%) described their workplace culture as genuinely inclusive and respectful.
Complaints included unequal shift assignments, favouritism and poor accessibility for disabled employees, highlighting the uneven application of DEI principles across departments and geographies.
Access to DEI-related learning also appeared skewed. Just 16.3% of employees said they benefited from diversity training or awareness programmes, with others citing unequal access to such resources and development opportunities.
CultureMonkey’s report recommends that companies go beyond symbolic gestures, such as DEI statements or awareness weeks, and instead focus on building merit-based systems for compensation, recognition and promotion.
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