SHRM Survey Findings: Diversity and Inclusion

Transcription

1 SHRM Survey Findings: Diversity and Inclusion April 8, 2014

2 Key Findings Who is responsible for implementing and leading diversity initiatives in the workplace? More than three-fifths (64%) of organizations reported that HR is responsible for implementing diversity initiatives, followed by president/ceo (26%). HR (59%), president/ceo (25%), and senior management (21%) are most frequently responsible for leading diversity initiatives. Are organizations using internal groups (e.g., diversity committees, diversity councils, diversity advisory boards) as a way to focus on diversity? Only 17% of organizations reported using internal groups; among them, larger organizations were three times as likely as small organizations to utilize these groups (31% compared with 10%). One-half (50%) of organizations that use these groups reported that they augment their organization s business efforts. What percentage of organizations have staff dedicated exclusively to diversity? Over the past eight years, fewer organizations reported having staff exclusively dedicated to diversity. This percentage increased from 13% in 2011 to 15% in The 2011 data come from SHRM Survey Findings: An Examination of Organizational Commitment to Diversity and Inclusion (SHRM, 2011). What percentage of organizations have sexual orientation discrimination and gender identity/expression policies? Overall, more than three-fifths (64%) of organizations reported having a formal (written) or informal policy that addresses sexual orientation discrimination in the workplace. Only one-fifth (24%) of organizations reported having a formal (written) or informal policy that addresses gender identity and/or gender expression. 2

3 What do these findings mean for the HR profession? The U.S. population is becoming more diverse as a whole, and consequently, so is the workplace. Census data show that minorities constitute more than one-third of the population, and their share is growing faster than the nonminority segment. This basic demographic shift coupled with greater public advocacy and awareness concerning differences in ethnicity, religion and sexual orientation has magnified the need for diversity and inclusion initiatives in the workplace. Quite often, responsibility for developing and implementing these practices is given to human resource departments. If an HR professional is drafting a set of diversity and inclusion initiatives for the first time, he or she may consider tying these programs to staffing. More than half (57%) of HR professionals say their recruiting strategies are designed to help increase diversity in their organization, and nearly two out of five (38%) say their retention strategies are designed to help retain a diverse workforce. Devoting staff specifically to diversity and inclusion may not be viable for all organizations, particularly because only larger companies tend to have resources for those positions. However, there are many options for HR professionals to pursue. While 15% of organizations have dedicated staff members for diversity and inclusion, 17% also employ a volunteer approach and have an advisory group/committee made up of existing staff, and 31% of organizations overall provide some form of diversity and inclusion training. 3

4 Who is responsible for implementing diversity initiatives at your organization? HR 64% President/CEO 26% Diversity committee/council/advisory board Senior management team Chief operating officer (COO) Chief diversity officer Board of directors Other Chief financial officer (CFO) Outside consultants No one is responsible 11% 10% 7% 6% 6% 5% 4% 2% 10% Note: n = 134. Percentages do not equal 100% due to multiple response options. 4

5 Who is responsible for leading diversity initiatives at your organization? HR 59% President/CEO Senior management team 21% 25% Diversity committee/council/advisory board 11% Chief operating officer (COO) Chief diversity officer Chief financial officer (CFO) Board of directors Other 6% 5% 4% 3% 5% No one is responsible 11% Note: n = 133. Percentages do not equal 100% due to multiple response options. 5

6 Please indicate the ways in which your CEO has demonstrated support for diversity initiatives. Makes sure corporate vision statement incorporates diversity 27% Meets regularly with employee resource groups Personally reviews and signs off on diversity metrics and progress 15% 14% Has personal quote about diversity on corporate web site 11% Appoints members of diversity council 9% Personally signs off on executive compensation tied to diversity Personally signs off on goals and achievements for supplier diversity Chairs or leads diversity council Other 7% 7% 6% 5% None of the above 3% Note: n = 128. Percentages do not equal 100% due to multiple response options. 6

7 Is there an internal group (e.g., diversity committee, diversity council, diversity advisory board) that focuses on diversity in your organization? Yes, 17% No, 83% n = 128 7

8 Is there an internal group (e.g., diversity committee, diversity council, diversity advisory board) that focuses on diversity in your organization? 21% 17% 2013 (n = 128) 2011 (n = 674) Yes 8

9 Is there an internal group (e.g., diversity committee, diversity council, diversity advisory board, etc.) that focuses on diversity in your organization? Comparisons by organization staff size Organizations with 500 or more employees are more likely than organizations with less than 500 employees to have an internal group that focuses on diversity. Comparisons by organization staff size 500 or more employees (31%) > 1 to 499 employees (10%) Note: Only statistically significant differences are shown. 9

10 How does this internal group (e.g., diversity committee, diversity council, diversity advisory board) focus on diversity in your organization? This group augments (e.g., directly influences, affects) the business efforts within the organization 50% A senior executive, CEO and/or direct report is a member of this group 31% This group is funded by the organization 19% n = 22 10

11 How often did this internal group meet in calendar year 2012? Quarterly 48% Once a month 24% Once a year 10% Twice a year 5% Other 14% n = 21 11

12 Does your organization have staff dedicated exclusively to diversity? Yes, 15% No, 85% n =

13 Does your organization have staff dedicated exclusively to diversity? 15% 2013 (n = 130) 2011 (n = 674) 13% Yes 13

14 Did your organization have a diversity training budget in 2012? Yes, 12% No, 88% n =

15 Did your organization have a diversity training budget? 16% 12% 2012 (n = 101) 2010 (n = 674) Yes 15

16 Did your organization have a diversity training budget in 2012? Comparisons by organization staff size Organizations with 500 or more employees are more likely than organizations with less than 500 employees to have a diversity training budget. Comparisons by organization staff size 500 or more employees (26%) > 1 to 499 employees (5%) Note: Only statistically significant differences are shown. 16

17 Did your organization provide diversity training in calendar year 2012? Yes, 31% No, 69% n =

18 Did your organization provide diversity training in calendar year 2012? Comparisons by organization staff size Organizations with 500 or more employees are more likely than organizations with less than 500 employees to provide diversity training. Comparisons by organization staff size 500 or more employees (51%) > 1 to 500 employees (21%) Note: Only statistically significant differences are shown. 18

19 On average, how long is your organization s diversity training? Less than half a day 50% Half a day 27% One day 13% More than one day 3% Other 7% n =

20 Does your organization have a formal (written) or an informal policy that addresses sexual orientation discrimination in your workplace? Yes, we have an informal policy 7% No, we do not have a formal (written) or informal policy 35% Yes, we have a formal (written) policy, 57% n =100. Percentages do not equal 100% due to rounding. 20

21 Does your organization have a formal (written) or an informal policy that addresses sexual orientation discrimination in your workplace? 55% 57% 36% 35% 2013 (n = 100) 2011 (n = 654) 9% 7% Yes, we have a formal (written) policy No, we do not have a formal (written) or informal policy Yes, we have an informal policy Note: Percentages do not equal 100% due to rounding. 21

22 Does your organization have a formal (written) or an informal policy that addresses gender identity and/or gender expression? Yes 24% No, 76% Note: n = 98. Percentages do not equal 100% due to rounding. 22

23 Does your organization have a formal (written) or an informal policy that addresses gender identity and/or gender expression? 24% 2013 (n = 98) 2011 (n = 626) 21% Yes 23

24 Which of the following diversity practices does your organization participate in? Diversity Practice Percentage of Yes Responses Recruiting strategies are designed to help increase diversity within the organization. 57% Community outreach is related to diversity (e.g., links between organization and educational institutions, government, etc.). 47% The organization aligns diversity with business goals and objectives. 40% Retention strategies are designed to help retain a diverse workforce. 38% Leadership development opportunities are designed to increase diversity in higher-level positions within the organization (e.g., mentoring, coaching, etc.). 36% The organization collects measurements/metrics on diversity-related practices. 33% Diversity awareness is celebrated in the form of different cultural events (e.g., Black History Month, Hispanic Heritage Month, etc.). Organization s employee attitude/satisfaction/engagement survey includes items that relate to organizational diversity. 30% 29% Note: n = 100. Percentages do not equal 100% due to multiple response options. 24

25 Which of the following diversity practices does your organization participate in? (Continued) Diversity Practice Percentage of Yes Responses The organization develops strategies to ensure diversity in its suppliers, contractors, etc. 21% People managers are held accountable for diversity-related tasks or outcomes in the performance management process. Employee affinity groups exist in the organization (e.g., employee resource networks, which are groups formed around an aspect of diversity). Programs with a focus on global/international diversity exist in the organization. 13% Leadership development opportunities are specifically tailored for diverse employees. 12% Incentive pay for management is linked to the achievement of organizational diversity goals. 5% 19% 15% Note: n = 100. Percentages do not equal 100% due to multiple response options. 25

26 Which of the following diversity practices does your organization participate in? Comparisons by organization staff size Organizations with 500 or more employees are more likely than organizations with less than 500 employees to participate in a diversity practice. Comparisons by organization staff size The organization collects measurements/metrics on diversityrelated practices. 500 or more employees (60%) > 1 to 500 employees (20%) The organization develops strategies to ensure diversity in its suppliers, contractors, etc. 500 or more employees (64%) > 1 to 500 employees (38%) Employee affinity groups exist in the organization (e.g., employee resource networks, which are groups formed around an aspect of diversity). 500 or more employees (47%) > 1 to 500 employees (22%) Note: Only statistically significant differences are shown. 26

27 Does your organization have a method for measuring the impact of its diversity practices? Not sure 16% Yes 18% No, 66% n =

28 Does your organization have a method for measuring the impact of its diversity practices? Comparisons by organization staff size Organizations with 500 or more employees are more likely than organizations with less than 500 employees to have a method for measuring the impact of its diversity practices. Comparisons by organization staff size 500 or more employees (34%) > 1 to 500 employees (9%) Note: Only statistically significant differences are shown. 28

29 Does your organization conduct analysis to determine the return on investment (ROI) for its diversity initiatives? Yes 7% No, 93% n =

30 Which dimensions of diversity are addressed in your organization s diversity initiatives? Ethnicity Gender Race Age Disability Veteran status National origin Religion Sexual orientation Languages spoken Gender identity and/or expression Values/beliefs Parental status Personality type (e.g., MBTI, FIRO-B) Other 41% 38% 34% 32% 32% 25% 19% 15% 10% 8% 11% 61% 61% 54% 50% Note: n = 81. Percentages do not equal 100% due to multiple response options. 30

31 Which dimensions of diversity are addressed in your organization s diversity initiatives? Comparisons by organization staff size Organizations with 500 or more employees are more likely than organizations with less than 500 employees to address following dimensions of diversity. Comparisons by organization staff size Ethnicity 500 or more employees (80%) > 1 to 500 employees (52%) Gender 500 or more employees (77%) > 1 to 500 employees (53%) Race 500 or more employees (71%) > 1 to 500 employees (46%) Disability 500 or more employees (60%) > 1 to 500 employees (32%) Veteran status 500 or more employees (51%) > 1 to 500 employees (32%) Religion 500 or more employees (46%) > 1 to 500 employees (26%) Sexual orientation 500 or more employees (49%) > 1 to 500 employees (24%) Values/beliefs 500 or more employees (20%) > 1 to 500 employees (12%) Note: Only statistically significant differences are shown. 31

32 Demographics 32

33 Demographics: Organization Industry Percentage Government agencies 20% Manufacturing 19% Professional, scientific and technical services 16% Healthcare and social assistance 13% Finance and insurance 11% Educational services 9% Administrative and support and waste management and remediation services 8% Transportation and warehousing 7% Retail trade 6% Arts, entertainment and recreation 5% Information 5% Accommodation and food services 4% Construction 4% Wholesale trade 4% Agriculture, forestry, fishing and hunting 3% Religious, grantmaking, civic, professional and similar organizations 3% Repair and maintenance 3% Mining, quarrying and oil and gas extraction 2% Utilities 2% Personal and laundry services 1% Real Note: n estate = 185. and Percentages rental do and not leasing equal 100% due to multiple response options. 1% Note: n = 185. Percentages do not equal 100% due to multiple response options. 33

34 Demographics: Organization Sector Privately owned for-profit 49% Nonprofit 18% Publicly owned for-profit 17% Government 16% n =

35 Demographics: Organization Staff Size 1 to 99 employees 26% 100 to 499 employees 41% 500 to 2,499 employees 21% 2,500 to 24,999 employees 10% 25,000 or more employees 3% Note: n = 200. Percentages do not equal 100% due to rounding. 35

36 Demographics: Other Does your organization have U.S.-based operations (business units) only, or does it operate multinationally? U.S.-based operations only 84% Multinational operations 16% n = 184 What is the HR department/function for which you responded throughout this survey? Corporate (companywide) 73% Business unit/division 14% Facility/location 14% Note: n = 199. Percentages do not equal 100% due to rounding. 36

37 SHRM Survey Findings: Diversity and Inclusion Survey Survey Methodology Response rate = 10% 292 HR professionals from a randomly selected sample of SHRM s membership participated in this survey Margin of error +/- 5% Survey fielded October 17 to November 19,

38 About SHRM Research For more survey/poll findings, visit shrm.org/surveys For more information about SHRM s Customized Research Services, visit shrm.org/customizedresearch Follow us on Project lead: Andrew Mariotti, senior researcher, SHRM Research Project contributors: Alexander Alonso, Ph.D., SPHR, vice president, SHRM Research Evren Esen, director, Survey Research Center, SHRM Research Lynn Chen, research coordinator, SHRM Research Copy editor: Katya Scanlan, SHRM Knowledge Center 38

39 About SHRM The Society for Human Resource Management (SHRM) is the world s largest association devoted to human resource management. Representing more than 260,000 members in over 140 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China, India and United Arab Emirates. 39