Before starting this series, we wanted to know how small leaders and human resources are doing with diversity, equity and inclusion in their organizations. Then we did a survey to find out.
One of the difficulties with the construction and implementation of \u0026 amp; I programs are the people at the top, I do not always see the problem. Things seem to be normal. We are doing well. Why do we need to do all this work that does not lead directly to the bottom line?
Another difficulty is that many loving people, who see problems, are afraid, do not understand what to work or how to do it. We are worried, we will do it wrong and we will wage up the things. well, but in the reflection, probably offended someone (increases the hand). Verifying his hand if he has discarded someone accidentally, if he has seen a discriminatory or harassed behavior, but he is not sure how reSponder, if it has been uncomfortable to a disabled person and is not known if offering Help (hands via up).
It is difficult to see the worlds we do not experience. But they exist. You need education, uncomfortable conversations, a willingness to be wrong and make mistakes and the ability to listen and have compassion for the experience of others.
While several leaders have said that real change takes time and we havedened an incremental progress, we are still much longer as long as the change. We have been in this before the Civil War. Have a decades from the Civil Rights Act of 1964. And we have not yet approved the equal rights amendment, which was introduced in 1972.
But the pandemic caused many things to change quickly. And although we are still Fighting with many of those changes, we have learned that we can change quickly when necessary.
At one level,Just commit yourself to doing things differently because it is necessary and the right thing for everyone ..
Our survey was sent to the customers of salary.com and contacts in December 2020 and received 775-790 responses, depending on the question. We have an additional 108 to 123 that the survey began, answered the demographic questions, then did not complete the questions from the Survey Survey. If we can never know why, the rate of abandonment is always important to understand. Start that some stopped and never returned, there was a significant number of people who did not want or feel uncomfortable answering questions about \u0026 amp; I in your organization.
Of the people who responded, most were HR professionals (59%). We had some CEO and compensation professionals (both by almost 6%), recruiters (4%), consultants of Human Resources (almost 4%), Diversity Officers (CAIf 2%), finance and sales (each about 1%), some individuals (almost 7%), and approximately 10% of others, which did not fit into any of our categories.
Of all respondents, a little over 25% had 50 or less employees, around 17%, 51-100, and around 19% had 101-250.The 9% had 501- 1000 Employees and around 16% had more than 1000 employees. The industries represented were widely distributed with 18% in education, government and non-profit, followed by medical care at almost 10%, business services at approximately 9% , manufacturing durable goods by 8%, financial services in a little over 6%, the construction ENCASI 5% and a footprint of others less than 4% of respondents.
We asked for 5 questions. The first was: What Dei’s initiatives currently have in their organization? (Answer all that corresponds). We had 790 responses
The PErsonas are working understandably in recruiting first because if you do not have much diversity, that’s where you start.The resource groups for employees are a good sign because it means that there are people who work in the organization that participate. Acour of one third of the respondents, They said they have training of implicit or unconscious biases and pay equity audits.
What are your biggest obstacles to have a more diverse? Personal? (Responds to all that corresponds) 790 responses
By far, respondents said that The biggest obstacle to organizations is finding various qualified candidates. Sometimes this is true, and sometimes this is a wrong perception based on assumptions that it is true.
About 22% said that their current culture was the biggest obstacle, 10% said it was not a business priority and 13%. They had not been sure where to start.
The retention of diverse employees is also an important factor. It seems that it is easier to take people to keep them, which may have something to do with the culture being a problem.
Improvement of the DEI is an important commercial goal for my organization. (Agree or disagree). 778 Responses
Contributing, almost 49% agreed heavily and almost 30% agreed that \u0026 amp; I was an important commercial goal for a total of 79%.
Improving the DEI at work It is important for human rights (in accordance or disagree). 778 Responses
Again, unreal last 90% agreed or agreed upon.
Finally, we ask:
How would I rate the efforts of your organization to date? 775 answers.
More than 12% said that their \u0026 amp; I efforts to date were great. Another 35% said they were good. The seven per cHe said his organization was not working on \u0026 amp;and a 46% combined said they were fine or that their efforts need work.
This is encouraging, but there is also a lot of space to improve. We will dive more in these numbers, since we discuss how to improve \u0026 amp;I in your organization.
Click here to read the following blog in the series.Click here to read the previousBlog in the series