i4cp research shows that high-performance organizations are 1.5x more likely to use data—rather than outside pressure—to guide their diversity, equity, and inclusion strategies. But what does this look like in practice?
In this edition of Next Practices Weekly, i4cp’s Lorrie Lykins and Eric Davis shared exclusive insights from a recent pulse survey examining how leading organizations are making Impact & Belonging (I&B) decisions amid legal, cultural, and operational headwinds. The data reveals that while many companies are navigating uncertainty in the wake of executive orders and shifting public sentiment, most are continuing their I&B efforts—with a renewed focus on transparency, communication, and data-driven decision-making.
High-performance organizations, in particular, are using this moment to reassess, realign, and reinforce their commitment to inclusive practices.
Key themes and takeaways:
- Transparency builds trust: Communicating openly — even when decisions are in progress — fosters trust among employees and reinforces leadership credibility.
- Data-driven I&B is resilient: High-performance organizations are leaning into data to guide and justify I&B strategies, making them less reactive and more future-focused.
- Disruption is real — and measurable: Over half of surveyed organizations reported disruption tied to recent executive orders, with 67% citing a decline in employee well-being.
- Defining I&B on your own terms matters: Organizations that align their I&B definitions and metrics with their unique culture and goals are better positioned to sustain efforts amid external challenges.
This session offered timely, research-based insight into how top-performing companies are navigating a turbulent moment for I&B — not by retreating, but by recalibrating with purpose.