Data & Research
Why do diversity and inclusion strategies matter?
McKinsey & Co found that companies leading in executive board diversity had returns that were 53% higher than others. Organizations with high rates of female executives are also more profitable, according to their 2016 analysis of more than 20,000 global firms.
McKinsey also found that companies that exhibit gender and ethnic diversity are, respectively, 15 percent and 35 percent more likely to perform better than those that don't. Their research shows that organizations with more racial and gender diversity also have better sales revenue, more customers and higher profits.
According to Gallup, ”Companies with highly engaged workforces outperform their peers by 147% in earnings per share.” Effective employee engagement through the lens of diversity, inclusion and equity helps organizations channel their employees' passions so that they can become champions and change agents.
According to GlassDoor.com, 67% of job seekers said that a diverse workforce is an important factor when evaluating companies and job offers.
Women in the workplace
66% of companies have strategies for diversity hiring, but only 25% set gender diversity targets
Up to 77% of companies have policies that support working women
As many as 85% of companies track at least some of their diversity figures
Only 20% of C-suite roles are held by women
Moving from entry-level to the C-suite, female representation falls by more than 50%
Female representation drops from 73% in entry-level health care jobs to just 35% at C-suite level
50% of men think women are well represented in companies where 10% of senior leaders are women
Only 2% of women plan to leave the workforce to focus on family
38% of women under 30 and 40% of women over 30 are responsible for most or all of the housework
The attrition rate of women of color is 18.2%, significantly higher than the 15.4% rate for white women
90% of companies say they prioritize gender diversity, but just 52% of employees agree
Source: 2017 McKinsey and Company and LeanIn.org’s Women in the Workplace Study
Trans and gender non-conforming customers and guests
82% of trans and gender non-conforming guests have been misgendered in the past year in a hotel, restaurant, store, bank, or other public space
63% of trans and gender non-conforming guests are afraid of being misgendered in those spaces
23% report being refused service or provided terrible service in stores, banks and other public places because of their gender identity
60% reported restroom discrimination or conflicts in public spaces
97% of trans and gender non-conforming guests are more likely to support a business that trains its workers on how to be sensitive to their needs
Source: 2016 Equality Institute Survey on the Customer Service Experience of Transgender and Gender Nonconforming Guests
Trans and gender-nonconforming students and patients
19% reported being refused medical care due to their transgender or gender non-conforming status
42% reported being misgendered in a medical setting
40% reported being misgendered by public workers such as police and airport workers
16% reported being refused service or provided terrible service by police or airport workers because of their gender identity
Those who expressed a transgender identity or gender non-conformity while in grades K-12 reported alarming rates of harassment (78%), physical assault (35%) and sexual violence (12%); harassment was so severe that it led almost one-sixth (15%) to leave a school in K-12 settings or in higher education.
One fifth (22%) of those who are transgender and gender non-conforming reported being denied equal treatment by a government agency or official; 29% reported police harassment or disrespect; and 12% had been denied equal treatment or harassed by judges or court officials.
Sources: 2016 Equality Institute Survey on the Customer Service Experience of Transgender and Gender Nonconforming Guests, the National Transgender Discrimination Survey produced by the National Center for Transgender Equality, and the National Gay and Lesbian Task Force
Americans' support of LGBTQ inclusivity
67% of Americans supported federal nondiscrimination legislation to include LGBT
75% of all Americans agree that regardless of the legal name and gender of an employee, employers should use an employee’s pronouns and desired name when communicating with them and when referring to them to third parties.
73% of all Americans agree that employers should learn everyone’s pronouns and preferred name and use them in the workplace.
59% of all Americans agree that regularly misusing a colleague’s pronouns or preferred name is a form of workplace harassment.
About 2/3rds of all Americans agree that appropriate restroom access should be available for transgender adults at work and in public, without requiring medical transition.
Nearly 9 out of 10 (88%) of all Americans in accord that employees should be judged for how well they perform their jobs, and not whether they are transgender.
Source: the 2016 Out & Equal Workplace Survey