From Appreciation
to Equity:
HOW RECOGNITION REINFORCESDEI IN THE WORKPL ACECopyright Standards
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From Appreciation to Equity: How Recognition Reinforces DEI in the Workplace﻿

Table of Contents
2

Introduction

3

Defining D, E and I

4Delivering the Right Amount of Recognition
Authentically Has Equitable Impacts

7

Recognition Shields a Diverse Workforce Against Burnout

11

Recognition Helps Maintain Diversity in the Workforce

16

How Leaders Can Integrate Recognition Into DEI Strategies Today

17

Methodology

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From Appreciation to Equity: How Recognition Reinforces DEI in the Workplace﻿Introduction
We are experiencing a time of social unrest.
The Black Lives Matter movement, the overturning of Roe vs. Wade and experiences expressed in the #MeToomovement exemplify a reckoning of just some of the issues Americans face today.
Satisfaction with the way things are going in the U.S., in fact, dipped to near-historical lows in 2022, and close tofour in 10 U.S. adults have felt the urge to organize or join a public demonstration. This is four times higher thanwhat Gallup measured in 1965, during the peak of the Civil Rights Movement.1
In light of this increasing social unrest, many businesses have publicly committed to fostering diversity, equity
and inclusion (DEI) among their employees. As time passes, the pressure is mounting to hold businesses
accountable to these commitments.
The vast majority of HR leaders (97%) report that their organization has made changes to improve DEI, but many
employees feel differently. According to a recent Gallup survey, just over a third (37%) of employees strongly
agree that their employer has made changes to improve DEI in their workplace, signaling some success stories
amid considerable room for improvement across many organizations.2
People want — and are expecting to see — this change. The DEI movement is happening whether businesses
are ready for it or not. Business leaders who proactively prioritize DEI could be the first to reap the financial andbrand benefits as employees increasingly demand accountability. And organizations missing the mark on DEI
may be forced down a corrective path to recover from potential damages incurred along the way.
So, what can organizations do? Research from Gallup and Workhuman suggests a powerful solution to foster theequitable and inclusive workplace that today’s workforce expects. And that solution is within every leader’s reach:
employee recognition.
In this report, we break down how recognition — when done right — can foster an environment of equity
and inclusion, shine a light on historically overlooked or under-supported employees, as well as shielda diverse workforce against burnout and turnover. We also offer leaders actionable next steps to starttransforming their workplace today.

DEI is not a box for organizations to check by making statements about its importance or updating thecompany website. Applicants and employees alike want to see organizations take meaningful action.
Harnessing the power of strategic recognition is a simple, yet effective way to build a culture thatcelebrates collective differences and a workplace where people of all backgrounds can thrive.

1
2

Brenan, M. (2022, October 27). Abortion Issue Top Factor Urging Americans to Protest. Gallup.com. https://news.gallup.com/
poll/395561/abortion-issue-top-factor-urging-americans-protest.aspx
Brecheisen, J. (2023, March 9). Research: Where Employees Think Companies’ DEIB Efforts Are Failing. Harvard Business Review. https://hbr.org/2023/03/research-where-employees-think-companies-deib-efforts-are-failing2

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From Appreciation to Equity: How Recognition Reinforces DEI in the Workplace﻿Defining D, E and I
Diversity

EquityInclusion

The traits andcharacteristics thatmake people unique.

Fair treatment, accessand advancement foreach person.

An environment that makes
people feel welcome,respected and valued.

Diversity, broadly defined as the traits and characteristics that make people unique, is an important part of
all thriving workplaces. Whether we’re talking about gender, age, sexual orientation, ability, religion, culture
or race and ethnicity, a diverse workforce is only sustainable if it is also accompanied by an equitable andinclusive culture.
The data in this report come from multiple Gallup-Workhuman surveys of the U.S. workforce fielded in 2022 and2023 (see Methodology section at the end of this report for more details). While the present research focuses
primarily on experiences by gender as well as race and ethnic groups, we also acknowledge that experiences ofgroups not explicitly mentioned in this report are critical to moving our workplaces forward and will be exploredin depth in future research.
Our bottom line is this: If employee uniqueness is a barrier to advancement or a catalyst for disrespect, leaders
might be alienating the talented people who drive their organization forward. However, delivering fulfilling,authentic recognition is associated with more equitable and inclusive workplaces.

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From Appreciation to Equity: How Recognition Reinforces DEI in the Workplace﻿

Delivering the Right Amount of Recognition
Authentically Has Equitable Impacts
Gallup and Workhuman have identified that employees’ individual needs vary, so there’s no “magic number”
for how frequently recognition should be given. We’ve found strong patterns that frequent and authentic
recognition, together, predict meaningful change.
Our past studies show that more than 40% of employees who strongly agree they’re receiving the right amountof recognition for their work are being recognized by coworkers a few times a week, or more.
There’s no such thing as too much recognition so long as it’s genuine and authentically given. And the benefits ofgetting this right are bountiful.

Employees who strongly agree that they receive the right amount of recognition for the work they do
are four times more likely to perceive their workplace as inclusive, and seven times more likely toperceive it as equitable compared to those who don’t receive the right amount of recognition. However,when recognition is not hitting the mark (i.e., employees do not strongly agree they’re getting
the right amount of recognition), just nine percent feel their workplace is equitable, and only 16%
feel it is inclusive.

While the magic number for how frequently employees should be recognized might vary by preferences andperformance, managers need to be sure they aren’t overlooking anyone’s contributions and accomplishments.
Business leaders should take the time to recognize employees for what they, uniquely, bring to the table.

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From Appreciation to Equity: How Recognition Reinforces DEI in the Workplace﻿TA B L E 1

Employee perception of equity and inclusivity in the workplace by amount of recognition
Equitable

SomewhatequitableNot
equitable

Inclusive

SomewhatinclusiveNot
inclusive

All U.S.
employees

29%

45%

26%

36%

43%

21%

Right amount:strongly agree

73%

25%

2%

81%

18%

1%

Right amount:not strongly
agree

9%

54%

37%

16%

54%

30%

It may sound like adding a “hand out praise” line on a checklist could be the quick fix for DEI disparities, butleaders would be doing their team a disservice with a recognition checklist mindset. This brings us back to an
earlier important point that recognition is powerful when done right.
Praising others haphazardly isn’t the same as doing it right. Three-quarters of Black and Hispanic employees
do not strongly agree that the recognition they receive is authentic. By comparison, White employees are 10
percentage points more likely to feel the recognition they receive is authentic.
Authentic recognition requires getting to know employees on a personal level, understanding their individualinterests and passions and then carefully considering what motivates them (or doesn’t). The point is tounderstand who employees are as people — and recognize them as such. That’s where the authenticity shines.
Doling out haphazard, inauthentic thanks won’t yield the culture boost leaders are looking for — especially ifthey’re after an improvement in wellbeing along with stronger DEI. Authentic recognition is a key predictor of
employee wellbeing, and, in particular, Black and Hispanic employees are highly attuned to authenticity. Black
employees are 79% more likely to be thriving, and Hispanic employees are 69% more likely, when they alsostrongly agree the recognition they receive is authentic.

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From Appreciation to Equity: How Recognition Reinforces DEI in the Workplace﻿

Authentic Recognition and Key Employee Experiences
Past Gallup and Workhuman research established a significant connection between elements of strategic
recognition and key employee experiences that are critical to advancing equity and inclusion at work: sense of
belonging, seeing a path for growth at the organization and feeling like the organization cares about wellbeing.
Overall, when employees strongly agree that the recognition they receive is authentic, they are five times more
likely to feel like they belong in their workplace; the pattern is stronger for Black and Hispanic employees thanWhite employees.
Authentic recognition also predicts a greater likelihood of employees seeing a path to grow at the organizationand feeling like the organization cares about their overall wellbeing. For these latter key outcomes, therelationship is strongest for Black employees compared to White and Hispanic employees.

TA B L E 2

Impact factor for authentic recognition on key employee experiences
BLACK EMPLOYEESH I S PA N I C E M P L O Y E E S

WHITE EMPLOYEES

I feel like I belong at
my organization

7x

7x

4x

I see a path to growat my organization

8x

5x

5x

My organization cares
about my wellbeing

8x

6x

6x

These data suggest that strategic recognition, when done authentically, can help to build more equitable andinclusive workplace environments where both employees and businesses can thrive.

But that’s not all.
In addition to the connection recognition has between employees, employers and the work environment,
recognition is also connected with lower levels of burnout and turnover. Let’s take a closer look.

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From Appreciation to Equity: How Recognition Reinforces DEI in the Workplace﻿

Recognition Shields a Diverse
Workforce Against Burnout
To be diverse, an organization must hire from a wide range of backgrounds and ensure representation
throughout its ranks. As such, recruiter and hiring manager decisions are critical for building a diverse workforce.
Organizations should prioritize instituting strategies and procedures to eliminate discrimination and bias from thehiring process in accordance with employment laws.
However, real and effective diversity in a DEI strategy isn’t just about getting people in the door. It’s about
fostering and protecting the uniqueness that each employee brings when they show up or sign on each day. It
also means protecting all employees from the psychological damage that coincides with burnout for all groups,
and the regrettable consequences to organizations that come with preventable turnover.
Recent Gallup data show that 26% of employees experience burnout very often or always. While burnout
impacts all employees to some degree, it impacts some groups differently. And the effectiveness to resolve it
varies across demographic groups, based on the unique needs and experiences of the workforce.
Women, in particular, are experiencing burnout differently, especially women in management. Across the U.S.,
three in 10 employed women report they always or very often feel burned out at work. This disparity between
burnout rates among men and women has only gotten worse since the start of the COVID-19 pandemic.3

CHART 1

Percentage of employees burned out always or very often
Gender, race or ethnicity group

Percentage burned out

Female

30%

Male

23%

Black

25%

Hispanic

28%

White

24%

Note: Data for male and female rows of this chart are from the Gallup Q1 2023 U.S. Workforce Survey. Data for Black, Hispanic and Whiterows in this chart are from the Gallup Q1 2023 Center on Black Voices Survey.

3

Saad, L., Agrawal, S., & Wigert, B. (2021, December 27). Gender Gap in Worker Burnout Widened Amid the Pandemic. Gallup.com.
https://www.gallup.com/workplace/358349/gender-gap-worker-burnout-widened-amid-pandemic.aspx
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From Appreciation to Equity: How Recognition Reinforces DEI in the Workplace﻿

Workers who feel they get the "right" amount of recognition are 31% less likely to experienceburnout than those who do not believe they are getting the right amount of recognition.

And this is where recognition comes into play — it insulates all employees, regardless of the factors that makethem unique from one another, from the damages of burnout. Workers who strongly agree they get the rightamount of recognition are 31% less likely to experience burnout very often or always than those who do notstrongly agree, and the relationship is stronger for some groups.
Specifically, fulfilling recognition is found to be a buffer against burnout. Fulfilling recognition is defined as anindividual feeling they are receiving “the right amount” for the work they do.
In particular, 11% of women who strongly agree that they are receiving the right amount of recognition areburned out, compared to 31% who do not strongly agree, meaning women are 63% less likely to experienceburnout if they strongly agree that they’re getting the right amount of recognition for the work that they do.
Women are more likely to be burned out without fulfilling recognition but far less likely to be burned out withfulfilling recognition, when compared to men.

CHART 2

Burnout levels and the right amount of recognition% Male% Female% All employees

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From Appreciation to Equity: How Recognition Reinforces DEI in the Workplace﻿In addition to examining differences between male and female employees, our analysis also explored therelationship between fulfilling recognition and burnout across White, Black and Hispanic employees.
While receiving the right amount of recognition for the work employees do is beneficial overall, thecorresponding lower burnout rates are further reduced for Black and Hispanic employees. Both Black andHispanic employees who strongly agree that they are receiving the right amount of recognition are 43% and
44% less likely to be burned out, respectively, than those who do not strongly agree. Comparatively, thecorresponding reduction in burnout is 20% among White employees. Fulfilling recognition predicts lower rates ofburnout, and this relationship is stronger for Black and Hispanic employees than for White employees.

CHART 3Difference in likelihood to be burned out among employees who strongly agree they receive
the right amount of recognition for the work they do  
Gender, race or ethnicity group

Percentage less likely to be burned out

Female

63%

Male

-1%

Black

43%

Hispanic

44%

White

20%

Note: Data for male and female rows of this chart are from the Gallup Q1 2023 U.S. Workforce Survey. Data for Black, Hispanic and Whiterows in this chart are from the Gallup Q1 2023 Center on Black Voices Survey.

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From Appreciation to Equity: How Recognition Reinforces DEI in the Workplace﻿

CHART 4

Burnout levels and the right amount of recognition% White% Black% Hispanic% All employees

Now that we’ve established recognition as a powerful tool in the fight against burnout — particularly for womenand Black and Hispanic employees — let’s turn our attention to another way recognition can foster and maintain
DEI across organizations.

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From Appreciation to Equity: How Recognition Reinforces DEI in the Workplace﻿

Recognition Helps Maintain
Diversity in the Workforce
Employees are struggling and many feel their employers aren't doing enough to help. Only 24% of employees
strongly agree that their organization cares about their overall wellbeing. And even fewer are satisfied with theircompany as a place to work (20%).
As a result, the grass is looking greener on the other side for many. In fact, a recent Gallup survey foundthat almost half (49%) of America’s working population is actively job searching or watching for new employment
opportunities.

CHART 5Percentage of employees actively looking or watching for job opportunities
Gender, race or ethnicity group
Overall  

49%

Female

47%

Male

51%

Black

60%

Hispanic

58%

White

46%

Note: Data for male and female rows of this chart, and for the rate reported overall, are from the Gallup Q1 2023 U.S. Workforce Survey. Datafor Black, Hispanic and White rows in this chart are from the Gallup Q1 2023 Center on Black Voices Survey.

Turnover is expensive. Past Gallup and Workhuman research shows that making recognition an important partof the organizational culture can save an already-engaged 10,000-employee company up to $16.1 million
in turnover costs annually. Even a small change in the turnover rate at an organization can yield meaningful
financial benefits.4

4

Gallup, Inc. & Workhuman. (2022, May 5). Unleashing the Human Element at Work: Transforming Workplaces Through Recognition.
Workhuman.com. https://www.workhuman.com/resources/reports-guides/unleashing-the-human-element-at-work-transformingworkplaces-through-recognition
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From Appreciation to Equity: How Recognition Reinforces DEI in the Workplace﻿

While it's critical to build diverse hiring into recruitment practices, it's also important to retain talent. So, how canorganizations keep employees — and their inherent unique strengths and experiences — from walking out the
door? Our analysis found, once again, that fulfilling recognition is a crucial pillar for DEI.
Employees who strongly agree they receive the right amount of recognition for the work they do are 37% lesslikely to be looking or watching for jobs, compared to those who do not strongly agree. The pattern is significant
for men, and is even more so for women, who are 43% less likely to be actively looking or watching for job
opportunities when they strongly agree they receive the right amount of recognition for the work they do.

CHART 6

Looking or watching for job opportunities and the right amount of recognition% Male% Female% All employees

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From Appreciation to Equity: How Recognition Reinforces DEI in the Workplace﻿

CHART 7

Difference in likelihood to be looking or watching for job opportunities among employees
who strongly agree they receive the right amount of recognition for the work they do
Gender, race or ethnicity group

Percentage less likely to be looking or
watching for job opportunities

Female

43%

Male

31%

Black

26%

Hispanic

39%

White

36%

Note: Data for male and female rows of this chart, and for the rate reported overall, are from the Gallup Q1 2023 U.S. Workforce Survey. Datafor Black, Hispanic, and White rows in this chart are from the Gallup Q1 2023 Center on Black Voices Survey.

But fulfilling recognition (i.e., receiving the right amount for the work that is done) isn’t only important forgender diversity. The right amount of recognition can protect racial and ethnic diversity as well.
Black employees who strongly agree they receive fulfilling recognition are 26% less likely to be actively
searching or watching for another job compared to those who do not strongly agree. Among White andHispanic employees, the relationship is somewhat stronger — with these groups being 36% and 39% less likely
to be engaging in job-searching behaviors when they receive the right amount of recognition for their work,
respectively.

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From Appreciation to Equity: How Recognition Reinforces DEI in the Workplace﻿

CHART 8

Looking or watching for job opportunities and the right amount of recognition% White% Black% Hispanic% All employees

Thus, appreciation (when given authentically and in a fulfilling way) helps to keep all employees — regardlessof the factors that make them unique from one another — from feeling compelled to search for anotherjob opportunity.

By strategically recognizing employees for who they are and what they do, organizations can prevent
employees from heading for the exit and, in turn, keep the diversity many have labored intensively
to build.

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From Appreciation to Equity: How Recognition Reinforces DEI in the Workplace﻿Today, many organizations are implementing resource-intensive initiatives to combat employee burnout. Whilethese initiatives can lead to positive change in the right circumstances, organizations may be overlooking aneasier and possibly more effective alternative.
By taking steps to authentically recognize women and Black and Hispanic employees for their contributions andaccomplishments in the workplace, organizations can significantly reduce these employees’ risk of burning out
and turning over.

Fulfilling recognition can protect diversity in the workplace. In every case, female, Black and Hispanic
employees are significantly insulated from burnout and turnover when they receive the right amount ofrecognition.

In this report, we unpacked findings from our most recent studies that showed how authentic and fulfilling(i.e., getting the right amount) recognition can support DEI. Specifically, fulfilling and authentic recognition has
an outsized positive impact for Black and Hispanic workers’ perceptions of their workplace being equitable
and inclusive. And fulfilling recognition was found to shield women and Black and Hispanic employees fromburnout and turnover. Thus, recognition, when done right, can both foster inclusion and protect diversity within
an organization. With these trends in mind, we offer leaders actionable next steps on how to use recognition to
begin transforming their workplace today.

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From Appreciation to Equity: How Recognition Reinforces DEI in the Workplace﻿

How Leaders Can Integrate Recognition
Into DEI Strategies Today
1

Recognize your employees with authenticity and frequency, especially for those who pull extra
weight. Employees care about being recognized for the everyday things they do. And when they arerecognized, they are much more likely to see their employer as inclusive and fair.
• Talk to your managers about tracking both big and small successes.
• Get to know your coworkers and recognize them for their unique talents, passions and perspectives.
• Create easy, energizing forms of recognition that everyone can access.
• Whether it be a shout-out during the weekly team meeting or being recognized at the annualcompany award ceremony, find ways to make recognition tangible, public and fun.

2

Think about recognition as a tool to celebrate people for who they are. It is important to rememberthat your employees are not simply the output of their work. They are whole human beings with uniqueperspectives, interests, lived experiences and backgrounds, all of which provide richness and depth toyour team. Be sure to recognize and celebrate your employees for who they are as well as what they do.
• Spend time talking to your coworkers about their passions outside of work.
• Create a dedicated space or channel where people can recognize each other for
non‑work‑related accomplishments.

3

Recognition goes further for some employees than others. Everyone benefits from recognition.
But, if your organization is struggling with retention of women or employees of color, take stock ofyour recognition practices: Are those employees getting recognized as much as their White, malecounterparts? Both burnout and turnover of traditionally under-supported employee populations can becombated, at least in part, by fulfilling, authentic recognition.
• Encourage managers to be conscious of their biases. Are they giving certain types of employees
more praise? Make sure they know to give frequent feedback across racial, gender, other identities
or personal characteristics in their teams.
• Use recognition as a tool to enhance employee resource groups.
• Kick off every meeting with five minutes of shout-outs.
• Audit recognition programs. Is recognition given to diverse groups that receive outsized benefits?
Data patterns can be powerful to help reinforce messages to increase the equity of recognition.
• Ask employees in exit interviews how they felt about your organization’s recognition efforts, and ifthat made an impact on their decision to leave.

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Methodology
Gallup Q1 2023 Center on Black Voices Survey: These results are based on a Gallup Center on Black Voices
web study completed by 10,026 working U.S. adults, aged 18 and older, fielded February 8-28, 2023. The survey
was conducted in English. Individuals without internet access were not covered by this study. Respondents
were recruited from the Gallup Panel, supplemented from a third-party sample provider (Dynata). There were
3,137 Black, 3,863 White and 2,791 Hispanic respondents. Demographic targets were specified for the thirdparty sample provider to improve representativeness of the sample. Sample sources were integrated throughpropensity score matching, and the combined sample for this study was weighted to be demographically
representative of the U.S. adult population, using the most recent Current Population Survey figures. Resultspresented in this study represent employees working full-time or part-time. For results based on this sample, themaximum margin of sampling error, which takes into account the design effect from weighting, is ±1 percentage
point at the 95% confidence level. Margins of error for subgroups are higher. In addition to sampling error,
question wording and practical difficulties in conducting surveys can introduce error and bias into the findings ofpublic opinion polls.
Gallup Q1 2023 U.S. Workforce Survey: These results are based on a Gallup quarterly workforce web study
completed by 18,943 U.S. adults, aged 18 and older, working full-time or part-time for an employer, fielded
February 6-20, 2023. Data were weighted using demographic variables to represent the U.S. population of
employed adults over the age of 18. The sample for this study was weighted using the most recent Current
Population Survey figures. For results based on this sample, the maximum margin of sampling error, which
does not take into account the design effect from weighting, is ±1.1 percentage point at the 95% confidence
level. Margins of error for subgroups are higher. In addition to sampling error, question wording and practicaldifficulties in conducting surveys can introduce error and bias into the findings of public opinion polls.

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