Shrm 2013 survey findings diversity inclusion v5
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Shrm 2013 survey findings diversity inclusion v5 Shrm 2013 survey findings diversity inclusion v5 Presentation Transcript

  • SHRM Survey Findings: Diversity and Inclusion April 8, 2014
  • • 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 2013. 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. Diversity and Inclusion Survey ©SHRM 2014 2 Key Findings
  • • 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. Diversity and Inclusion Survey ©SHRM 2014 3 What do these findings mean for the HR profession?
  • Who is responsible for implementing diversity initiatives at your organization? Diversity and Inclusion Survey ©SHRM 2014 4 Note: n = 134. Percentages do not equal 100% due to multiple response options. 64% 26% 11% 10% 7% 6% 6% 5% 4% 2% 10% HR President/CEO Diversity committee/council/advisory… Senior management team Chief operating officer (COO) Chief diversity officer Board of directors Other Chief financial officer (CFO) Outside consultants No one is responsible
  • Who is responsible for leading diversity initiatives at your organization? Diversity and Inclusion Survey ©SHRM 2014 5 Note: n = 133. Percentages do not equal 100% due to multiple response options. 59% 25% 21% 11% 6% 5% 4% 3% 5% 11% HR President/CEO Senior management team Diversity committee/council/advisory… Chief operating officer (COO) Chief diversity officer Chief financial officer (CFO) Board of directors Other No one is responsible
  • Please indicate the ways in which your CEO has demonstrated support for diversity initiatives. Diversity and Inclusion Survey ©SHRM 2014 6 Note: n = 128. Percentages do not equal 100% due to multiple response options. 27% 15% 14% 11% 9% 7% 7% 6% 5% 3% Makes sure corporate vision statement incorporates diversity Meets regularly with employee resource groups Personally reviews and signs off on diversity metrics and progress Has personal quote about diversity on corporate web site Appoints members of diversity council 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 None of the above
  • Is there an internal group (e.g., diversity committee, diversity council, diversity advisory board) that focuses on diversity in your organization? Diversity and Inclusion Survey ©SHRM 2014 7 n = 128 Yes 17% No 83%
  • Is there an internal group (e.g., diversity committee, diversity council, diversity advisory board) that focuses on diversity in your organization? 8 17% 21% Yes 2013 (n = 128) Diversity and Inclusion Survey ©SHRM 2014
  • Is there an internal group (e.g., diversity committee, diversity council, diversity advisory board, etc.) that focuses on diversity in your organization? 9 Note: Only statistically significant differences are shown. Comparisons by organization staff size 500 or more employees (31%) > 1 to 499 employees (10%) 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. Diversity and Inclusion Survey ©SHRM 2014
  • How does this internal group (e.g., diversity committee, diversity council, diversity advisory board) focus on diversity in your organization? 10 n = 22 50% 31% 19% This group augments (e.g., directly influences, affects) the business efforts within the organization A senior executive, CEO and/or direct report is a member of this group This group is funded by the organization Diversity and Inclusion Survey ©SHRM 2014
  • How often did this internal group meet in calendar year 2012? 11 n = 21 48% 24% 10% 5% 14% Quarterly Once a month Once a year Twice a year Other Diversity and Inclusion Survey ©SHRM 2014
  • Does your organization have staff dedicated exclusively to diversity? 12 n = 130 Yes, 15% No, 85% Diversity and Inclusion Survey ©SHRM 2014
  • Does your organization have staff dedicated exclusively to diversity? 13 15% 13% Yes 2013 (n = 130) Diversity and Inclusion Survey ©SHRM 2014
  • Did your organization have a diversity training budget in 2012? 14 n = 101 Yes 12% No 88% Diversity and Inclusion Survey ©SHRM 2014
  • Did your organization have a diversity training budget? 15 12% 16% Yes 2012 (n = 101) Diversity and Inclusion Survey ©SHRM 2014
  • Did your organization have a diversity training budget in 2012? 16 Note: Only statistically significant differences are shown. Comparisons by organization staff size 500 or more employees (26%) > 1 to 499 employees (5%) 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. Diversity and Inclusion Survey ©SHRM 2014
  • Did your organization provide diversity training in calendar year 2012? 17 n = 103 Yes, 31% No, 69% Diversity and Inclusion Survey ©SHRM 2014
  • Did your organization provide diversity training in calendar year 2012? 18 Note: Only statistically significant differences are shown. Comparisons by organization staff size 500 or more employees (51%) > 1 to 500 employees (21%) 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. Diversity and Inclusion Survey ©SHRM 2014
  • On average, how long is your organization’s diversity training? 19 n = 30. 50% 27% 13% 3% 7% Less than half a day Half a day One day More than one day Other Diversity and Inclusion Survey ©SHRM 2014
  • Does your organization have a formal (written) or an informal policy that addresses sexual orientation discrimination in your workplace? 20 n =100. Percentages do not equal 100% due to rounding. Yes, we have a formal (written) policy 57% No, we do not have a formal (written) or informal policy 35% Yes, we have an informal policy 7% Diversity and Inclusion Survey ©SHRM 2014
  • Does your organization have a formal (written) or an informal policy that addresses sexual orientation discrimination in your workplace? 21 Note: Percentages do not equal 100% due to rounding. 7% 35% 57% 9% 36% 55% Yes, we have an informal policy No, we do not have a formal (written) or informal policy Yes, we have a formal (written) policy 2013 (n = 100) Diversity and Inclusion Survey ©SHRM 2014
  • Does your organization have a formal (written) or an informal policy that addresses gender identity and/or gender expression? 22 Note: n = 98. Percentages do not equal 100% due to rounding. No 76% Yes 24% 0 Diversity and Inclusion Survey ©SHRM 2014
  • Does your organization have a formal (written) or an informal policy that addresses gender identity and/or gender expression? 23 24% 21% Yes 2013 (n = 98) Diversity and Inclusion Survey ©SHRM 2014
  • Which of the following diversity practices does your organization participate in? 24 Note: n = 100. Percentages do not equal 100% due to multiple response options. 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.). 30% Organization’s employee attitude/satisfaction/engagement survey includes items that relate to organizational diversity. 29% Diversity and Inclusion Survey ©SHRM 2014
  • Which of the following diversity practices does your organization participate in? (Continued) 25 Note: n = 100. Percentages do not equal 100% due to multiple response options. 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. 19% Employee affinity groups exist in the organization (e.g., employee resource networks, which are groups formed around an aspect of diversity). 15% 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% Diversity and Inclusion Survey ©SHRM 2014
  • Which of the following diversity practices does your organization participate in? 26 Note: Only statistically significant differences are shown. Comparisons by organization staff size The organization collects measurements/metrics on diversity-related 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%) 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. Diversity and Inclusion Survey ©SHRM 2014
  • Does your organization have a method for measuring the impact of its diversity practices? 27 n = 101. No 66% Yes 18% Not sure 16% Diversity and Inclusion Survey ©SHRM 2014
  • Does your organization have a method for measuring the impact of its diversity practices? 28 Note: Only statistically significant differences are shown. Comparisons by organization staff size 500 or more employees (34%) > 1 to 500 employees (9%) 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. Diversity and Inclusion Survey ©SHRM 2014
  • Does your organization conduct analysis to determine the return on investment (ROI) for its diversity initiatives? 29 n = 101. No 93% Yes 7% 0 Diversity and Inclusion Survey ©SHRM 2014
  • Which dimensions of diversity are addressed in your organization’s diversity initiatives? 30 Note: n = 81. Percentages do not equal 100% due to multiple response options. 61% 61% 54% 50% 41% 38% 34% 32% 32% 25% 19% 15% 10% 8% 11% 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 Diversity and Inclusion Survey ©SHRM 2014
  • Which dimensions of diversity are addressed in your organization’s diversity initiatives? 31 Note: Only statistically significant differences are shown. 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%) 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. Diversity and Inclusion Survey ©SHRM 2014
  • 32 Demographics Diversity and Inclusion Survey ©SHRM 2014
  • Demographics: Organization Industry 33 Note: n = 185. Percentages do not equal 100% due to multiple response options. 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 estate and rental and leasing 1% Note: n = 185. Percentages do not equal 100% due to multiple response options. Diversity and Inclusion Survey ©SHRM 2014
  • Demographics: Organization Sector 34 n = 185 49% 18% 17% 16% Privately owned for-profit Nonprofit Publicly owned for-profit Government Diversity and Inclusion Survey ©SHRM 2014
  • Demographics: Organization Staff Size 35 Note: n = 200. Percentages do not equal 100% due to rounding. 26% 41% 21% 10% 3% 1 to 99 employees 100 to 499 employees 500 to 2,499 employees 2,500 to 24,999 employees 25,000 or more employees Diversity and Inclusion Survey ©SHRM 2014
  • n = 184 Demographics: Other 36 U.S.-based operations only 84% Multinational operations 16% Does your organization have U.S.-based operations (business units) only, or does it operate multinationally? Corporate (companywide) 73% Business unit/division 14% Facility/location 14% Note: n = 199. Percentages do not equal 100% due to rounding. What is the HR department/function for which you responded throughout this survey? Diversity and Inclusion Survey ©SHRM 2014
  • 37 SHRM Survey Findings: Diversity and Inclusion Survey • 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, 2014 Survey Methodology Diversity and Inclusion Survey ©SHRM 2014
  • 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 Twitter @SHRM_Research 38 About SHRM Research 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 Diversity and Inclusion Survey ©SHRM 2014
  • 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 About SHRM Diversity and Inclusion Survey ©SHRM 2014