Spotlight on DEI

2022 Salary Guide

Businesses nationwide are embracing diversity, equity and inclusion. Research shows that diverse and inclusive teams are better at problem solving, decision making and innovation.

Workers speak out about DEI

of workers would leave a company whose values don’t align with their own.

of workers are at least somewhat satisfied with their company’s DEI efforts.

Why workers said they’re satisfied:

The company’s DEI values align with mine.

The company is creating a better organization for its employees and customers through its DEI efforts.

The company has improved its DEI efforts in the past 12 months.

The company backs up its talk on DEI with action.

Companies are now:

More aggressively creating programs and policies to ensure all employees are treated with respect and empathy

Making DEI a key part of their organizational culture and creating a culture of belonging in the process

Providing greater transparency into hiring and retention practices

Diversity, Equity and Inclusion: What’s the difference?

Diversity is the presence of differences. Equity is the process of ensuring that processes and programs are impartial, fair and provide equal possible outcomes for every individual. Inclusion is the practice of ensuring that people feel a sense of belonging in the workplace.

of senior managers reported that diversity has increased in their leadership ranks over the past five years.

In a workplace that embraces DEI, people:

  • Feel safe and supported by a dynamic and inclusive environment, allowing them to be their authentic selves at work
  • Are recognized and valued members of the team regardless of their ethnicity, race, religion, gender, sexual orientation, non-apparent and apparent disabilities, age, educational background, social class and beyond
  • Are treated equitably and have equal access to opportunities to move ahead in the company
  • Have a voice and know that they’re being heard
  • See that employers recognize the importance of ensuring that diverse backgrounds, perspectives and experiences are represented throughout the company

Explaining DEI’s impact

Watch as two of Robert Half’s DEI leaders shed light on how companies are prioritizing DEI and the effective strategies that create meaningful impact:

More businesses are making DEI a top priority

  • More companies than ever are stressing that DEI is a priority in hiring and overall in their workplaces. They’re prioritizing DEI in new recruiting best practices and building pipelines for diverse workforces.
  • Companies are increasingly involved and taking a public stance on DEI, establishing more proactive strategies and policies in the process.
  • Workers are encouraging their managers to keep DEI in mind as a best practice from the beginning of the hiring process.

of companies are now posting open roles on DEI-focused job sites.

are partnering with DEI groups to find candidates.

Shifting priorities

Actions companies are taking to address DEI:

  • Providing more employee education or training38%

  • Working to root out discriminatory hiring35%

  • Investing in programs and organizations
    that support DEI34%

  • Organizing DEI discussion groups34%

  • Helping to advance the careers of underrepresented groups33%

  • Partnering with organizations that
    support DEI initiatives28%

  • Facilitating DEI-related events
    and lectures26%

DEI at Robert Half

Honoring diversity, ensuring equity and promoting inclusion are not new for Robert Half. Our founder, Bob Half, was guided by high ethical standards and a desire for positive change in the employment industry from the outset. In the 1960s, he testified before Congress, speaking against discriminatory practices in hiring that were common at the time. Today, we continue our commitment to advancing DEI across our company and in the communities where we live and work.


Data referenced in this Salary Guide is based on online surveys developed by Robert Half and conducted by independent research firms. Respondents included executives, senior managers and employees from small (20-249 employees), medium (250-499) and large (500+ employees) private, publicly listed and public sector organizations across the United States.

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