Why Now?

In challenging times, building a more diverse and inclusive workforce and workplace culture is imperative for organizations that want to attract the top talent, stay ahead of the innovation curve and maintain a competitive advantage.
Check out these resources to find out more about the complex challenges facing companies and how this is influencing diversity and inclusion performance and trends.


Demographic Shifts

Source: http://www.ymcacolumbus.org/pdf/DIG-Infographics.pdf

Increase in % of Americans Identifying as Black, Hispanic, Asian or Other

According to a recent Pew Research Center study, from 1960 to 2010, the percentage of Americans identifying themselves as Black, Hispanic, Asian or Other increased from 15% to 36% of the population.

More Adults Identifying as LGBT

The number of people who identify as LGBT in surveys is rising. About 10 million people, or 4.1% of the U.S. adult population, identified as LGBT in 2016 (Gallup).

More Diverse Communities Across the U.S.

The number of people identifying as multi-racial increased by 32% from 2000 to 2010

Complex Challenges

Source: https://www.trinet.com/documents/white_papers/trinet_wp_multigenerational.pdf

Globalization and cross-border work culture

Today, employees work virtually across borders via technology, they work with a variety of ethnicities at home, and they interact with a globally dispersed customer base. A global mindset and skills are necessary for all employees.

Revolution of information technology and artificial intelligence

As technological change accelerates and adoption rates soar, ten pivotal IT-enabled trends are high up on the top-management agenda.

Security issues

The combination of advances in enterprise technology and more effective malevolent actors is complicating the task of protecting business processes and information.

Competition for knowledge workers

Knowledge workers have gradually taken over the labor arena in the last ten years.Over the (past) seven years knowledge worker employment growth has averaged 3.5% per annum, sufficient to have accounted for fully 73% of total white collar employment growth over this period.

Increasing pace of and need for innovation

Fast innovators are much more likely to also be strong innovators - 42% compared with less than 10% of slow innovators. Fast innovators are more disruptive - 27% versus 1.5%. They get new products to market quickly and generate more sales from them (at least 30% of revenue).

Multi-generational workforce

We’re now facing a workplace where in theory, many employers could have employees ranging from 18 to 80 in the workplace. This has huge implications for employers in terms of managing the needs and expectations of Millennials, Generation X and the Baby Boomers.

Demand from consumers for companies to address social and environmental issues

Millennials are becoming a force to be reckoned with in the workplace. This group is the largest generation in the workforce and, by 2020, will make up 50% of the employees in the United States. They want to know they are making a difference - 83% (of millennials) would be more loyal to a company that helps them contribute to social and environmental issues.

Diversity & Inclusion

Source: https://dupress.deloitte.com/dup-us-en/focus/human-capital-trends/2017/diversity-and-inclusion-at-the-workplace.html?id=us:2el:3dc:dup3825:awa:cons:hct17

U.S. Workforce Participation Trends

Women are returning to the U.S. labor force in greater numbers this year, helping to stall a decline in the overall national participation rate.

Diversity & Inclusion: The Reality Gap.

While an overwhelming majority of organizations (71%) aspire to have an “inclusive” culture in the future, their actual maturity levels when it comes to diversity & inclusion are very low.

Recent statistics on the number of companies committed to Diversity & Inclusion

The initiative C.E.O Action for Diversity and Inclusion has encouraged 150 corporate executives commit to fostering diversity & inclusion. They have pledged to encourage workplace dialogue on diversity and inclusion, to introduce or expand education on implicit biases and to publicly share the best - and the unsuccessful - actions their companies have taken.