Shrm 2013 survey findings diversity inclusion v5

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.
What do these findings mean for the HR profession?

Who is responsible for implementing diversity initiatives at your
organization?
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 board
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?
59%
25%
21%
11%
6%
5%
4%
3%
5%
11%
HR
President/CEO
Senior management team
Diversity committee/council/advisory board
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.
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?
n = 128
Yes, 17%
No, 83%

diversity advisory board) that focuses on diversity in your organization?
8
17%
21%
Yes
2013 (n =
128)
Diversity and Inclusion Survey ©SHRM 2014

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%)
• 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.

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

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

Does your organization have staff dedicated exclusively to diversity?
12
n = 130
Yes, 15%
No, 85%

Does your organization have staff dedicated exclusively to diversity?
13
15%
13%
Yes
2013 (n =
130)

Did your organization have a diversity training budget in 2012?
14
n = 101
Yes, 12%
No, 88%

Did your organization have a diversity training budget?
15
12%
16%
Yes
2012 (n =
101)

Did your organization have a diversity training budget in 2012?
16
a diversity training budget.

Did your organization provide diversity training in calendar year 2012?
17
n = 103
Yes, 31%
No, 69%

Did your organization provide diversity training in calendar year 2012?
18
• Organizations with 500 or more employees are more likely than organizations with less than 500 employees to
provide diversity training.

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

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%

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)

addresses gender identity and/or gender expression?
22
Note: n = 98. Percentages do not equal 100% due to rounding.
No, 76%
Yes
24%

addresses gender identity and/or gender expression?
23
24%
21%
Yes
2013 (n = 98)

Which of the following diversity practices does your organization
participate in?
24
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%

participate in? (Continued)
25
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%

participate in?
26
The organization collects
measurements/metrics on
diversity-related practices.
The organization develops
strategies to ensure diversity in
its suppliers, contractors, etc.
Employee affinity groups exist in
the organization (e.g., employee
resource networks, which are
groups formed around an aspect
of diversity).
participate in a diversity practice.

Does your organization have a method for measuring the impact of its
diversity practices?
27
n = 101.
No, 66%
Yes
18%
Not sure
16%

Does your organization have a method for measuring the impact of its
diversity practices?
28
a method for measuring the impact of its diversity practices.

Does your organization conduct analysis to determine the return on
investment (ROI) for its diversity initiatives?
29
n = 101.
No, 93%
Yes
7%

Which dimensions of diversity are addressed in your organization’s
diversity initiatives?
30
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

Which dimensions of diversity are addressed in your organization’s
diversity initiatives?
31
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%)
address following dimensions of diversity.

32
Demographics

Demographics: Organization Industry
33
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

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

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?

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

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

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

Shrm 2013 survey findings diversity inclusion v5

Recomendados

Recomendados

Más contenido relacionado

La actualidad más candente

La actualidad más candente (20)

Similar a Shrm 2013 survey findings diversity inclusion v5

Similar a Shrm 2013 survey findings diversity inclusion v5 (20)

Más de shrm

Más de shrm (20)

Último

Último (20)

Shrm 2013 survey findings diversity inclusion v5