The American workplace has become increasingly diverse as time has progressed. Long gone is the notion that a diverse workplace consists of a mostly homogenous employee population with one or two exceptions based on race or gender. As society’s definition of diversity has evolved, the American workplace has been challenged with finding new ways to adapt and to become more culturally inclusive. The state of workplace diversity has improved; however, many companies still have a long way to go to better reflect the diverse makeup of our country. This means leaders nationwide have an opportunity to make lasting change to what it means to work in an inclusive, diverse and equitable environment.
Statistics on the American Workplace
What does the American workplace look like exactly? According to the most recent United States Census,[1] in terms of racial identity the American workplace breakdown looks like this:
- White: 76.3%
- Hispanic or Latino: 18.5%
- Black or African American: 13.4%
- Asian: 5.9%
- American Indian or Alaska Native: 1.3%
- Native Hawaiian or Other Pacific Islander: 0.2%
- Two or more races: 2.8%
Understanding this breakdown is a key component of being an inclusive leader and fostering a diverse workplace. Oher important statistics take gender identity, sexual orientation, age, physical ability, veteran status and religious and cultural affiliations into account in addition to race. Knowing the full scope of who may enter through your company’s doors is a large step towards understanding what makes each individual feel included in, and valued by, the company’s culture.
There are other important demographic that relate to the American workforce.
- Women make up 50.8% of the U.S. population.
- Women make up 46.9% of the workforce.[2]
- Women earn $0.85 on the dollar compared to men.[3]
- Millennials make up the largest percentage of the workforce at 35%.[4]
- African-American unemployment is twice as high as white unemployment.[5]
- Hispanics or Latinos comprise 16.8% of the workforce.[6]
A good question to ask yourself as a leader in your company is “how closely does the demographic of my company align with demographic trends of the American population?”.
Why Is Diversity and Inclusion Important Now?
Following the senseless murders of Ahmaud Arbery, Breonna Taylor and George Floyd during the covid-19 pandemic of 2020, it can be said that Americans had somewhat of an awakening to the injustices that Black and African Americans face in their country. Due to the COVID-19 pandemic, millions of people found themselves a captive audience in their homes witnessing the civil unrest that ensued after lackluster responses from police departments and subsequent failures to hold those who committed the atrocious crimes accountable.
In a fashion that had never been witnessed before, hundreds of companies began to make statements against racism and pledged to be the reflection of change that needed to be seen in the world. Companies large and small boldly and proudly aligned themselves with the idea of contributing to a more just society and pledged to start from within.
Diversity, Equity and Inclusion (DE&I)
Employees who deeply care about diversity, equity and inclusion (DE&I) are looking to their companies’ leadership for follow through on making workplaces more inclusive. There is an expectation for leadership to backup what they say; otherwise, any statement made affirming their position on being inclusive will be taken as lip service.
It’s important to know as a leader having a diverse workplace means your organization intentionally employs a workforce of individuals with varying gender, race, age, religion, age, ethnicity, sexual orientation, education, and other attributes. However, it is also important to know that having a diverse workplace alone is not enough.
In addition to achieving diversity, the workplace must foster an environment in which all individuals are treated fairly and with respect; this is the definition of an inclusive workplace. Inclusion also means individuals have equal access to all opportunities and resources available and can contribute fully to the organization’s success.
Lastly, good leaders create a culture based on equity that ensures fair treatment for all. Skills-based hiring, inclusive incentives, and employee empowerment are all considered components of an equitable work environment.
7 Ways to Foster an Inclusive Work Environment
Assessing where your workplace stands in terms of diversity, equity and inclusion is always a great place to start when building an inclusive work environment. Although the concept and emphasis on diversity and inclusion in the workplace has only recently gained more attention in recent decades, there are practical strategies that have been used in many companies to achieve diversity and inclusion goals.
Seven strategies to add to your toolkit are listed below:
- Educate Company Leadership
A top down approach in implementing DE&I efforts will ensure your company rolls out a uniform and consistent message to your workplace. Leaders will be expected to demonstrate a commitment to inclusivity however, they must receive proper training and resources first.
- Create a Diversity, Equity and Inclusion Council
Creating a council that meetings regularly to continually measure and assess the company’s DE&I goals is a big step in the right direction. The council can be responsible for reviewing hiring practices, responding to employee feedback and setting goals. It’s important that council members have access to C-Suite level executives and can serve as a conduit between executive management and the larger employee workforce.
- Celebrate Employee Differences
Creating an inclusive environment means employees can bring their full selves to work. Cultural differences should be celebrated. Find ways to honor the traditions and backgrounds of your employee workforce. Good examples are observing Juneteenth and paying homage to National Hispanic Heritage Month.
- Create Channels to Listen to Employees
Leverage your Inclusion council and Human Resources department to create channels of communication for employees. Ensure a feedback loop exists so employees do not feel their questions or concerns go unanswered.
- Hold Meaningful Meetings
Carve time out to discuss DE&I matters head on. It will take courage to have open communication about what it takes to get your organization to the level of inclusivity desired. Give employees time and space to discuss personal experiences in the workplace. Understanding these experiences are key to building collective empathy for employee differences.
- Communicate Goals
Be creative in spreading your company’s messages of diversity and inclusion. Utilize the Inclusion council, willing employees, and well-placed signage to educate and inform. Consider developing an internal website or webpage dedicated to the company’s DE&I efforts to ensure communication is readily available, timely and up to date.
- Measure Company Progress
Goals without metrics are just wishes. Inclusive leaders track progress against goals. Does your company lag in hiring diverse employees? Are there any particular organizations within the company that have not promoted women at rates equal to men? Finding missteps and making corrections take time; however, tracking towards tangible DE&I goals is important to stay on target.
Find the Right DE&I Partner
Creating an environment where every employee feels seen and heard can be challenging but it simply is not impossible. To help your workplace assess where it stands in terms of diversity, equity and inclusion A Legacy Group exists to assist you and your leadership team every step of the way. We are passionate about helping today’s leaders shape the workplace of tomorrow. Schedule a consult with our team and let us help you strategize and create your DE&I goals today.
References
- https://www.census.gov/quickfacts/fact/table/US/PST045219
- https://www.bls.gov/cps/cpsaat03.htm
- https://www.pewresearch.org/fact-tank/2019/03/22/gender-pay-gap-facts/
- https://www.pewresearch.org/fact-tank/2018/04/11/millennials-largest-generation-us-labor-force/
- https://www.epi.org/publication/valerie-figures-state-unemployment-by-race/
- https://www.bls.gov/opub/ted/2017/26-point-8-million-hispanics-or-latinos-in-the-u-s-labor-force-in-2016.htm