• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Diversityand inclusion2011
 

Diversityand inclusion2011

on

  • 3,945 views

 

Statistics

Views

Total Views
3,945
Views on SlideShare
743
Embed Views
3,202

Actions

Likes
2
Downloads
34
Comments
0

8 Embeds 3,202

http://www.shrm.org 3128
http://edit.shrm.org 25
https://www.shrm.org 24
http://www.twylah.com 15
http://shrm.org 4
http://translate.googleusercontent.com 4
http://www.google.com 1
http://stg.sp10.shrm.org 1
More...

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Diversityand inclusion2011 Diversityand inclusion2011 Presentation Transcript

    • SHRM Survey Findings: An Examination ofOrganizational Commitment to Diversity and Inclusion October 2011
    • Key Findings• Who is responsible for implementing and leading diversity initiatives in the workplace? The majority of companies reported human resources (HR) is responsible for implementing and leading their diversity initiatives. Overall, 65% of companies reported HR is responsible for implementing diversity initiatives, and 62% reported HR is responsible for leading these efforts. A much smaller percentage of companies reported president/CEO (21%) and senior management (20%) are implementing and leading diversity initiatives. An equal percentage (22%) of companies indicated that no one is responsible for implementing or for leading diversity initiatives.• Are companies using internal diversity groups (e.g., diversity committees, diversity councils, diversity advisory boards)? They do, though not at high rates. Overall, 21% of companies reported using these internal groups. Even though internal diversity groups are not widespread in the workplace, they are providing value to businesses. Among organizations that have internal diversity groups, 72% reported these groups were used to help augment their organization’s business efforts.• What percentage of organizations have staff dedicated exclusively to diversity? Over the last six years, fewer organizations reported having staff exclusively dedicated to diversity. This percentage dropped from 21% in 2005 to 13% in 2011. Organizations with 2,500 to 24,999 employees (39%), those with 25,000 or more employees (48%), publicly owned for-profit companies (23%) and government agencies (20%) were more likely to have dedicated staff. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 2
    • Key Findings (continued)• Are companies slashing diversity training budgets in these uncertain times? No; among the small percentage of companies that provided a diversity training budget in the previous year, the vast majority reported the 2011 budget either increased (14%) or remained the same (75%). Ten percent of companies indicated the budget decreased, and only 1% reported the budget was completely eliminated in 2011.• What percentage of companies have sexual orientation discrimination and gender identity/expression policies? Overall, 55% of companies reported having a formal (written) policy that addresses sexual orientation discrimination in the workplace. Organizations with 2,500 to 24,999 employees (60%), those with 25,000 or more employees (79%) and firms with multinational operations locations (65%) were more were more likely to have a formal policy. A much smaller percentage of companies reported having a written policy that addresses gender identity and/or gender expression. Only 21% of companies reported having such written policy in place. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 3
    • Who is responsible for implementing diversity initiatives at yourorganization? Human resources (HR) 65% President/CEO 21% Senior management team 20% Chief diversity officer 9% Diversity committee/council/advisory board 8% Chief operating officer (COO) 7% Chief financial officer (CFO) 4% Board of directors 3% Outside consultants 1% Other 1% No one is responsible 22% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%Note: n = 674. Totals do not equal 100% because respondents were able to select multiple response options. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 4
    • Who is responsible for leading diversity initiatives at your organization? Human resources (HR) 62% President/CEO 21% Senior management team 20% Chief diversity officer 9% Diversity committee/council/advisory board 9% Chief operating officer (COO) 5% Chief financial officer (CFO) 4% Board of directors 3% Outside consultants 1% Other 1% No one is responsible 22% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%Note: n = 674. Totals do not equal 100% because respondents were able to select multiple response options. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 5
    • Please indicate ways in which your CEO has demonstrated support for diversity initiatives. Comparison by Organization Staff Size Larger organizations > Smaller organizations 25,000+ 2,500-24,999 500-2,499 100-499 1-99 Overall employees employees employees employees employees (n = 674) (n = 29) (n = 134) (n = 136) (n = 222) (n = 153)Ensures the corporate vision statement 29% 76% 44% 26% 20% 24%incorporates diversityTakes responsibility for signing off on diversity 15% 41% 27% 16% 8% 10%metrics and programsRegularly meets with various 14% 28% 19% 12% 14% 7%employee/affinity groupsHas diversity-related personal quote on the 11% 34% 25% 11% 4% 5%corporate websiteAssigns individuals to be members of the 11% 21% 23% 13% 6% 3%diversity councilTakes responsibility for signing off on supplier 9% 31% 18% 8% 4% 8%diversity goalsTakes responsibility for signing off onexecutive compensation targets that are tied 7% 31% 12% 12% 2% 3%to diversityFormally heads up the diversity council 3% 7% 5% 2% 2% 3% Larger organizations < Smaller organizationsNone of the above 53% 17% 31% 53% 64% 62%Note: n = 674. Totals do not equal 100% because respondents were able to select multiple response options. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 6
    • Does your organization have staff dedicated exclusively to diversity? In 2005, 21% of organizations reported having staff dedicated exclusively to diversity. Yes 13% Source: 2005 Workplace Practices: A Research Report by SHRM No 87%Note: n = 674. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 7
    • Does your organization have staff dedicated exclusively to diversity?Comparison by Organization Staff SizeLarger organizations (2,500 or more employees) are more likely than smaller organizations (fewer than 2,500 employees) to havestaff dedicated exclusively to diversity. Smaller Organizations Larger Organizations Differences Based on Organization Staff Size 1 to 99 employees (3%) 2,500 to 24,999 employees (39%) 100 to 499 employees (4%) 25,000+ employees (48%) Larger organizations > smaller organizations 500 to 2,499 employees (8%)Comparison by Organization SectorPublicly owned for-profit organizations, government agencies and nonprofit organizations are more likely than privately owned andnonprofit organizations to have staff dedicated exclusively to diversity. Organization Sector Differences Based on Organization Sector Publicly owned for-profits (23%) Privately owned for-profits (5%) Publicly owned for-profits Privately owned for-profits Government agencies (20%) Nonprofit organizations (14%) Government agencies > Nonprofit organizations An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 8
    • What is the job title of the person who leads your organization’s diversityinitiatives? Diversity officer 36% Diversity director 26% Diversity manager 13% Head of HR 9% Other 16% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%Note: n = 87. Organizations that did not have staff dedicated exclusively to diversity were excluded from this analysis. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 9
    • To whom does your head of diversity report? Head of HR (e.g., CHRO) 48% President/CEO 29% Chief operating officer (COO) 8% Board of directors 1% Other 13% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%Note: n = 89. Organizations that did not have staff dedicated exclusively to diversity were excluded from this analysis. Percentages may not total 100% because of rounding. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 10
    • Does your organization have an internal group (e.g., diversity committee, diversity council, diversity advisory board) that focuses on diversity in your organization? Yes 21% No 79%Note: n = 674. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 11
    • Does your organization have an internal group (e.g., diversity committee,diversity council, diversity advisory board) that focuses on diversity inyour organization?Comparison by Organization Staff SizeLarger organizations (2,500 or more employees) are more likely than smaller organizations (fewer than 2,500 employees) to have aninternal group that focuses on diversity. Smaller Organizations Larger Organizations Differences Based on Organization Staff Size 1 to 99 employees (6%) 2,500 to 24,999 employees (45%) 100 to 499 employees (12%) 25,000+ employees (48%) Larger organizations > smaller organizations 500 to 2,499 employees (23%)Comparison by Organization SectorPublicly owned for-profit organizations, government agencies and nonprofit organizations are more likely than privately ownedorganizations to have an internal group that focuses on diversity. Organization Sector Differences Based on Organization Sector Publicly owned for-profits (34%) Privately owned for-profits (10%) Publicly owned for-profits Government agencies (30%) Government agencies > Privately owned for-profits Nonprofit organizations (22%) Nonprofit organizationsComparison by Operations LocationMultinational organizations are more likely than organizations with U.S.-only operations to have an internal group that focuses ondiversity. Operations Location Differences Based on Operations Location Multinational organizations (27%) U.S.-only operations (19%) Multinational organizations > U.S.-only operations An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 12
    • How does this internal group (e.g., diversity committee, diversity council,diversity advisory board) focus on diversity in your organization? This group is funded by the organization (n = 138) 89% A senior executive, CEO and/or direct report is a member of 79% this group (n = 137) This group augments (e.g., directly influences) the business 72% efforts within your organization (n = 138) 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%Note: Organizations that did not have an internal group that focuses on diversity were excluded from this analysis. Totals do not equal 100% because respondents were able toselect multiple response options. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 13
    • How often did this internal group meet in calendar year 2010? Once a month 39% Quarterly 45% Twice a year 9% Once a year 4% Other 3% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%Note: n = 128. Organizations that did not have an internal group that focuses on diversity were excluded from this analysis. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 14
    • Did your organization have a diversity training budget in fiscal year 2010? Yes 16% No 84%Note: n = 674. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 15
    • Did your organization have a diversity training budget in fiscal year 2010?Comparison by Organization Staff SizeLarger organizations (2,500 or more employees) are more likely than smaller organizations (fewer than 2,500 employees) to have adiversity training budget. Smaller Organizations Larger Organizations Differences Based on Organization Staff Size 1 to 99 employees (5%) 2,500 to 24,999 employees (34%) 100 to 499 employees (8%) 25,000+ employees (52%) Larger organizations > smaller organizations 500 to 2,499 employees (19%)Comparison by Organization SectorPublicly owned for-profit organizations, government agencies and nonprofit organizations are more likely than privately ownedorganizations to have a diversity training budget. Organization Sector Differences Based on Organization Sector Publicly owned for-profits (28%) Privately owned for-profits (8%) Publicly owned for-profits Government agencies (26%) Government agencies > Privately owned for-profits Nonprofit organizations (17%) Nonprofit organizationsComparison by Operations LocationMultinational organizations are more likely than organizations with U.S.-only operations to have a diversity training budget. Operations Location Differences Based on Operations Location Multinational organizations (22%) U.S.-only operations (15%) Multinational organizations > U.S.-only operations An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 16
    • In fiscal year 2010, was your diversity training budget a stand-alone budgetor part of the organization’s overall training budget? Within the organization’s overall training budget 71% Its own separate stand-alone budget 29% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%Note: n = 107. Organizations without a diversity training budget in fiscal year 2010 were excluded from this analysis. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 17
    • Did your organization’s fiscal year 2011 diversity training budget increase,decrease or remain the same when compared with the fiscal year 2010diversity training budget? Increased in 2011 14% Decreased in 2011 10% Remained the same in 2011 75% There is no budget in 2011 1% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%Note: n = 92. Organizations without a diversity training budget in fiscal year 2010 were excluded from this analysis. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 18
    • Does your organization have a formal (written) or an informal policy that addresses sexual orientation discrimination in your workplace? No, we do not have a formal (written) or informal policy, 36% Yes, we have a formal (written) policy, 55% Yes, we have an informal policy, 9%Note: n = 654. “Not sure” responses were excluded from this analysis. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 19
    • Does your organization have a formal (written) or an informal policy thataddresses sexual orientation discrimination in your workplace?Comparison by Organization Staff SizeLarger organizations (2,500 or more employees) are more likely than smaller organizations (fewer than 2,500 employees) to have aformal policy that addresses sexual orientation discrimination in the workplace. Smaller Organizations Larger Organizations Differences Based on Organization Staff Size 1 to 99 employees (45%) 2,500 to 24,999 employees (60%) 100 to 499 employees (55%) 25,000+ employees (79%) Larger organizations > smaller organizations 500 to 2,499 employees (53%)Comparison by Operations LocationMultinational organizations are more likely than organizations with U.S.-only operations to have a formal policy that addresses sexualorientation discrimination in the workplace. Operations Location Differences Based on Operations Location Multinational organizations (65%) U.S.-only operations (51%) Multinational organizations > U.S.-only operations An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 20
    • Does your organization have a written policy that addresses gender identity and/or gender expression? Yes 21% No 79%Note: n = 626. “Not sure” responses were excluded from this analysis. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 21
    • Demographics: Organization IndustryIndustry PercentageManufacturing 19%Professional, scientific and technical services 14%Health care and social assistance 12%Information 11%Finance and insurance 8%Public administration 8%Educational services 7%Retail trade 5%Accommodation and food services 4%Utilities 4%Construction 3%Transportation and warehousing 3%Administrative and support and waste management and remediation 2%servicesReligious, grantmaking, civic, professional and similar organizations 2% n = 674. Totals do not equal 100% due to multiple response options. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 22
    • Demographics: Organization Industry (continued)Industry PercentageWholesale trade 2%Arts, entertainment and recreation 1%Mining 1%Real estate and rental and leasing 1%Repair and maintenance 1%Agriculture, forestry, fishing and hunting *Management of companies and enterprises *Personal and laundry services *Other services, except public administration 9% n = 674. Totals do not equal 100% due to multiple response options. * = less than 1%. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 23
    • Demographics: Organization SectorPrivately owned for-profit organization 50% Publicly owned for-profit organization 21% Nonprofit organization 18% Government sector 11% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% n = 642. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 24
    • Demographics: Organization Staff Size100% 90% 80% 70% 60% 50% 40% 33% 30% 23% 20% 20% 20% 10% 4% 0% 1 to 99 employees 100 to 499 employees 500 to 2,499 2,500 to 24,999 25,000 or more employees employees employees n = 674. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 25
    • Demographics: OtherDoes the organization have U.S.-based Is your organization a single-unit company or aoperations (business units) only or multi-unit company?does it operate multinationally? Multi-unit company: A company that 58%U.S.-based operations only 74% has more than one locationMultinational operations 26% Single-unit company: A company in 42% which the location and the companyn = 674. are one and the same n = 674. Are HR policies and practices determined by the multi-unit corporate headquarters, by each work location or both? Corporate (companywide) 73% Business unit/division 16% Facility/location 11% n = 394. An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 26
    • SHRM Poll:An Examination of Organizational Commitment to Diversity and InclusionMethodology  Response rate = 13%  Sample composed of 674 randomly selected HR professionals  Margin of error is +/- 4%  Survey fielded June 1-13, 2011 For more poll findings, visit: www.shrm.org/surveys Follow us on Twitter: http://twitter.com/SHRM_Research An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011 27