SHRM Survey Findings: Diversity and Inclusion
April 8, 2014
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 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.
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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.
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Who is responsible for implementing diversity initiatives at your
organization?
HR
64%
President/CEO
26%
Diversity committee/council/advisory board
11%
Senior management team
10%
Chief operating officer (COO)
7%
Chief diversity officer
6%
Board of directors
6%
Other
Chief financial officer (CFO)
Outside consultants
5%
4%
2%
No one is responsible
10%
Note: n = 134. Percentages do not equal 100% due to multiple response options.
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Who is responsible for leading diversity initiatives at your organization?
HR
59%
President/CEO
25%
Senior management team
21%
Diversity committee/council/advisory board
Chief operating officer (COO)
Chief diversity officer
Chief financial officer (CFO)
Board of directors
Other
11%
6%
5%
4%
3%
5%
No one is responsible
11%
Note: n = 133. Percentages do not equal 100% due to multiple response options.
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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
15%
Personally reviews and signs off on diversity metrics and progress
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
7%
Personally signs off on goals and achievements for supplier
diversity
7%
Chairs or leads diversity council
6%
Other
None of the above
5%
3%
Note: n = 128. Percentages do not equal 100% due to multiple response options.
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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
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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)
Yes
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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.
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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
This group is funded by the organization
31%
19%
n = 22
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How often did this internal group meet in calendar year 2012?
Quarterly
48%
Once a month
24%
Once a year
Twice a year
Other
10%
5%
14%
n = 21
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Does your organization have staff dedicated exclusively to diversity?
Yes, 15%
No, 85%
n = 130
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Does your organization have staff dedicated exclusively to diversity?
15%
2013 (n =
130)
13%
Yes
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Did your organization have a diversity training budget in 2012?
Yes, 12%
No, 88%
n = 101
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Did your organization have a diversity training budget?
16%
12%
2012 (n =
101)
Yes
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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.
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Did your organization provide diversity training in calendar year 2012?
Yes, 31%
No, 69%
n = 103
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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.
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On average, how long is your organization’s diversity training?
Less than half a day
50%
Half a day
27%
One day
More than one day
Other
13%
3%
7%
n = 30.
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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.
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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)
9%
7%
Yes, we have a No, we do not Yes, we have an
formal (written) have a formal informal policy
policy
(written) or
informal policy
Note: Percentages do not equal 100% due to rounding.
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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.
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Does your organization have a formal (written) or an informal policy that
addresses gender identity and/or gender expression?
24%
2013 (n = 98)
21%
Yes
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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 higherlevel 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%
Note: n = 100. Percentages do not equal 100% due to multiple response options.
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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.
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%
Note: n = 100. Percentages do not equal 100% due to multiple response options.
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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
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%)
Note: Only statistically significant differences are shown.
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Does your organization have a method for measuring the impact of its
diversity practices?
Not sure
16%
Yes
18%
No, 66%
n = 101.
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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.
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Does your organization conduct analysis to determine the return on
investment (ROI) for its diversity initiatives?
Yes
7%
No, 93%
n = 101.
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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
61%
61%
54%
50%
41%
38%
34%
32%
32%
25%
19%
15%
10%
8%
11%
Note: n = 81. Percentages do not equal 100% due to multiple response options.
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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.
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Demographics
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Demographics: Organization Industry
Percentage
Government agencies
Manufacturing
Professional, scientific and technical services
Healthcare and social assistance
Finance and insurance
Educational services
Administrative and support and waste management and remediation services
Transportation and warehousing
Retail trade
Arts, entertainment and recreation
Information
Accommodation and food services
Construction
Wholesale trade
Agriculture, forestry, fishing and hunting
Religious, grantmaking, civic, professional and similar organizations
Repair and maintenance
Mining, quarrying and oil and gas extraction
Utilities
Personal and laundry services
Note: nestate
= 185. Percentages
not equal
100% due to multiple response options.
Real
and rentaldoand
leasing
Note: n = 185. Percentages do not equal 100% due to multiple response
options.
20%
19%
16%
13%
11%
9%
8%
7%
6%
5%
5%
4%
4%
4%
3%
3%
3%
2%
2%
1%
1%
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Demographics: Organization Sector
Privately owned for-profit
Nonprofit
Publicly owned for-profit
Government
49%
18%
17%
16%
n = 185
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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
25,000 or more employees
10%
3%
Note: n = 200. Percentages do not equal 100% due to rounding.
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Demographics: Other
Does your organization have U.S.-based
operations (business units) only, or does it
operate multinationally?
What is the HR department/function for
which you responded throughout this
survey?
U.S.-based operations only
84%
Corporate (companywide)
73%
Multinational operations
16%
Business unit/division
14%
Facility/location
14%
n = 184
Note: n = 199. Percentages do not equal 100% due
to rounding.
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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, 2014
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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 Twitter @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
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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.
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SHRM Survey Findings: Diversity and Inclusion