Diversity, equity, inclusion, and belonging (DEIB) are increasingly important topics across industries, and senior living is no exception. Historically, many retirement communities—including continuing care retirement communities (CCRCs or life plan communities)—have not prioritized DEIB. That is changing as operators and advocates recognize DEIB’s role in improving resident experience, staff engagement, and organizational performance.
A coalition of senior living advocacy groups recently sponsored a survey to assess how the sector approaches DEIB and where communities can improve. The findings suggest that DEIB efforts offer real value to senior living organizations, not only in enhancing the quality of care and services but also in contributing to operational effectiveness and financial performance.
Senior living’s DEIB initiatives
The 2022 Senior Living DEIB Survey, developed by talent management firm Ferguson Partners and released by the Senior Living DEIB Coalition—an alliance of industry organizations—was the first survey to comprehensively look at DEIB across senior living providers. The study gathered detailed responses from 44 organizations representing independent living, assisted living, memory care, skilled nursing, and CCRCs that provide a full continuum of care.
Key findings from the survey include several notable trends:
- Only 27 percent of participants reported having a formal, organization-wide DEIB program, while another 46 percent have adopted some DEIB initiatives or policies.
- More than half (56 percent) have established a formal DEIB committee charged with developing, implementing, or reviewing DEIB strategies.
- Over 90 percent of organizations focus DEIB efforts on gender, race/ethnicity, and sexual orientation; other diversity dimensions such as age or religion are less frequently emphasized.
An industry working toward improved DEIB
The workforce composition in senior living underscores the need for intentional DEIB work. The survey highlighted several demographic realities:
- Women make up roughly 73 percent of senior living professionals, with men representing about 27 percent.
- Across surveyed organizations, 53 percent of employees identified as white and 46 percent as people of color (POC). However, people of color held only 17 percent of executive management roles, showing a significant gap between overall workforce diversity and leadership representation. Women held just 40 percent of leadership positions.
- Nearly all respondents reported active efforts to improve representation and retention: 95 percent said they are recruiting from underrepresented groups, and 98 percent reported initiatives to increase retention or promotion of those groups.
DEIB is not merely a matter of optics or trendiness. Research from credible sources demonstrates a clear business case: when organizations build inclusive environments and reflect diverse perspectives at all levels, they tend to perform better. Diverse leadership and equitable practices help attract talent, drive innovation, and support stronger business outcomes.
Why DEIB matters to senior living communities
Satisfied, engaged employees deliver better care and service. DEIB initiatives that boost morale and a sense of belonging also improve recruitment and retention, which are critical in a sector where consistent staffing directly affects resident wellbeing. Communities that invest in DEIB often see practical benefits: more attentive and committed staff, cleaner and better-maintained facilities, higher-quality dining services, and a more respectful, person-centered culture.
When staff feel valued and included, they take pride in their work and demonstrate greater dedication to residents’ happiness, health, and safety. This pride translates into a higher-quality “product” for residents—better daily care, more thoughtful programming, and improved campus environments.
In short, thoughtful DEIB programs strengthen both the human and operational sides of senior living communities. By fostering diversity, equity, inclusion, and belonging, communities create workplaces that attract and retain talent, support leadership pipelines, and deliver improved experiences for residents—advantages that benefit organizations and the people they serve.