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10 Facts: Diversity, Equity, Inclusion and Belonging

10 facts: Diversity

  1. People of color own 22.1 percent, women own 28.8 percent, and LGBTQ+ persons own ~5% of U.S. businesses. (Census Bureau)

  2.  Latina-owned businesses in particular are the fastest-growing segment of the women-owned business market. (Census Bureau)

  3. 45% of American workers experienced discrimination and/or harassment in the past year. (Gallup)

  4. Only 22 Fortune 500 companies make their workforce composition (racial and ethnic breakdowns) public.(Fortune)

  5. 78% of employees who responded to a Harvard Business Review study said they work at organizations that lack diversity in leadership positions. (Harvard Business Review)

  6. Higher representation of women in C-suite level positions results in 34% greater returns to shareholders. (Fast Company)

  7. The underemployment rate in the first half of 2019 was 3.3 percent for white people, 6.6 percent for Black people and 4.4 percent for Hispanic or Latinx people. (Builtin)

  8. Companies with diverse management enjoy a 19% increase in revenue on average. (Boston Consulting Group)

  9. If the global workforce becomes equally gender diverse, it can add $28 trillion to the global economy. (McKinsey)

  10. Diverse companies see 19% higher innovation returns. (Harvard Business Review)


10 facts: Equity

  1. Diverse numbers without equity and inclusion practices will not attract and retain diverse talent, get that talent fully engaged, foster innovation, or lead to business growth. (Diversity Journal)

  2. Equity and diversity originated with government initiatives. Thus, many companies have been pivoting on compliance-based measures driven by this historical context of government regulation. (Diversity Journal)

  3. The more equity and diversity measures are imposed through regulation and compliance, the more corporations tend to chase numbers. (Diversity Journal)

  4. Women in STEM jobs are much more likely than men in such jobs to say they have experienced discrimination at work because of their gender and to consider discrimination a major reason that more women are not working in STEM. (PewResearch)

  5. Experiences with workplace discrimination and concerns about gender inequities are more pronounced among women working in computer positions; among those working in workplaces where men outnumber women; and among women with advanced degrees, more of whom presumably work in higher level, professional positions compared with other women in STEM jobs. (PewResearch)

  6. Women with advanced degrees working in STEM jobs are more likely than other women in STEM jobs to report that they have experienced discrimination in their workplace because of their gender. (PewResearch)

  7. Analyzing the most recent Census Bureau data from 2018, women of all races earned, on average, just 82 cents for every $1 earned by men of all races. (American Progress)

  8. Gender based pay discrimination happens more often to women of color. (American Progress)

  9. The unemployment rate for people with disabilities is nearly double (6.1%) to the national unemployment rate (3.2%). The myths about hiring individuals with disabilities are a major factor in keeping this group from being hired. (Forbes)

  10. “Accessibility is often forgotten about when speaking about diversity and inclusion, but it is the missing link. You can have the most diverse workforce and the most inclusive workplace, but if anyone experiences barriers to access—be they physical, institutional, societal, or the like—then you haven’t ensured inclusion for all.” (Quote from Michael Bach’s book, Birds of All Feathers: Doing Diversity and Inclusion Right)


10 facts: Belonging

  1. 76% of employees prefer a diverse workplace, as they feel they perform better when they feel like they belong. (Glassdoor)

  2. 40% of employees who experiences harassment, bullying, or stereotyping, quit their jobs to seek alternative employment opportunities. (Kapor Center)

  3. Historically underrepresented groups no longer feel isolated in diverse workplaces which on average results in a 2.3 times higher cash flow. (Apollo Technical)

  4. High belonging was linked to a 56% increase in job performance, a 50% drop in turnover risk, and a 75% reduction in sick days. (Harvard Business Review)

  5. 40% of employees say they feel isolated at work, resulting in low organizational commitment. (Harvard Business Review)

  6. 20% of employees who feel they don’t belong are engaged versus 91% of those who feel they do. This drives better business results. (Qualtrics)

  7. Belonging also leads to 167% increase in employer net promoter score, 2x more employee raises, and 18x more employee promotions. (Deloitte)

  8. Workplace Belonging Survey 2022 reports that half of employed Americans are considering leaving their current place of employment. (Ipsos)

  9. Of >50% employees who left their job recently, 54% did not feel valued by their organization, 52% did not feel valued by their manager,and 51% lacked a sense of belonging. (McKinsey)

  10. Organizations with sustainable DEI initiatives demonstrate a 20% increase in inclusion and belonging, which corresponds to greater on the job effort and reduced turnover. (Gartner)

10 facts: Inclusion

  1. According to the 2018 CECP Report, inclusive organizations are 70% more likely than their peers to capture new markets. 

  2. The majority of women in the workforce feel excluded from decision making, do not feel comfortable expressing their opinions, and do not feel as though they can succeed. (Culture Amp)

  3. 48% of employees believe that respect is the most essential factor for a culture of inclusion. 

  4. 61% of employees believe diversity and inclusion strategies are beneficial and essential.

  5. The more employees feel valued and included in the decision-making process, the more likely they are to contribute effective and meaningful ideas to the organization (The Human Capital Hub.)

  6. Inclusion dissolves fear within an organization (Cook Ross)

  7. Inclusive leaders who are seen as fair and respectful, encourage collaboration, and value different ideas and opinions are 2.5 times more likely to have effective employees on their teams (Korn Ferry Research)

  8. By having a variety of opinions, there is likely to be more innovative ideas that benefit the organization as a whole.  These ideas will help the organization to remain competitive on the market. (Cook Ross)

  9. When compared with their peers, organizations that are truly diverse and inclusive are 19% more likely to see higher innovation revenue (Boston Consulting Group)

  10. In an analysis of 24,000 leadership assessments to find how many leaders today could be classified as inclusive leaders, barely 5% made the cut (Korn Ferry Research)

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