What explains the 23-point gap between employee expectations and employer action on trust-building?

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The 23-Point Trust-Building Performance Gap Remains Unexplained by Current Data

A significant 23-point performance gap exists between employee expectations and employer actions regarding trust-building initiatives within the Asia-Pacific region. While 77 per cent of employees believe their employers have a responsibility to foster trust between diverse groups, only 54 per cent perceive these efforts as effective, indicating a substantial discrepancy in perceived outcomes.
Employee Expectations of Employer Obligation

Employees across the Asia-Pacific region hold a strong conviction that businesses have a duty to actively build trust among different societal groups. This expectation is widely held, with a considerable majority believing it is within the purview of employers to address and bridge divides within the workforce and beyond.
Perceived Ineffectiveness of Employer Actions

Despite the clear expectation for employers to engage in trust-building, a notable portion of employees do not believe these efforts are yielding successful results. The survey data highlights that only 54 per cent of employees feel their employers are effectively bridging these divides, suggesting a widespread perception of inadequacy in current strategies.
Wider Gaps in Other Institutions

The performance gap in trust-building extends beyond the business sector, with even larger discrepancies observed for government and media institutions. These sectors face a 37-point gap, while non-governmental organisations (NGOs) experience a 31-point gap, indicating a broader challenge in societal trust-building across various institutional frameworks.

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What explains the 23-point gap between employee expectations and employer action on trust-building?

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