Across ethnicities, we've found some of the largest disparities of any demographics measured. Most notably, Black / African American workers had the most negative perceptions of their organization's diversity efforts. Having only 2% representation in our sampling, perhaps this should not come as a surprise.
|Total Identified Respondents||6265|
Engagement appeared generally similar across ethnicities. Unfavorable engagement scores stayed consistent across the board and the variance lies within neutral engagement.
Favorable responses to diversity and inclusion factors
The largest gaps in scores across ethnicities are related to diversity, fairness, and belonging. Specifically, we see disparities of over 20% in responses to the diversity measures, "My company builds teams that are diverse" and "My company values diversity".
Interestingly, Hispanic/Latino workers, another group with low representation in the sample group (5%) have the highest favorability ratings for the factor "My company values diversity", suggesting that a group's perception of diversity at their organization is not wholly tied to representation.
Belonging-1: I can be my authentic self at work
Belonging-2: Even when something bad happens (e.g., when I get critical feedback from my manager, I have a negative social interaction with a peer, etc.), I don't question whether or not I belong at my company
Belonging-3: I feel respected at my company
Belonging-4: I feel like I belong at my company
Decisions-1: I am included in decisions that affect my work
Decisions-2: Perspectives like mine are included in the decision making at my company
Decisions-3: I am satisfied with how decisions are made at my company
Diversity-1: My company values diversity
Diversity-2: My company builds teams that are diverse
Fairness-1: I believe that my total compensation is fair, relative to similar roles at my company
Fairness-2: My job performance is evaluated fairly
Fairness-3: People from all backgrounds have equal opportunities to succeed at my company
Fairness-4: Administrative tasks that don't have a specific owner (e.g., taking notes in meetings, scheduling events, cleaning up shared space) are fairly divided at my company
Purpose-1: I understand how my work contributes to my company's mission
Purpose-2: The work that we do at my company is important
Resources-1: When there are career opportunities at my company, I am aware of them
Resources-2: I know where to find information to do my job well
Resources-3: My company believes that people can always greatly change their talents and abilities
Resources-4: My company enables me to balance work and personal life
Voice-1: When I speak up, my opinion is valued
Voice-2: I can voice a contrary opinion without fear of negative consequences
Voice-3: At my company, there is open and honest two-way communication
Diversity and inclusion factors most strongly correlated to engagement scores (ranked)
By correlating the responses to individual survey items to overall engagement, we can see how strongly they are linked. Higher rankings indicate a stronger correlation to engagement.
|Asian||Af/Am||White||Hisp/Lat||Diversity and Inclusion Factor|
|1||1||1||1||I feel like I belong at my company|
|2||9||4||NA||The work that we do at my company is important|
|3||4||5||3||At my company, there is open and honest two-way communication|
|4||3||3||5||I feel respected at my company|
|5||8||2||2||I am satisfied with how decisions are made at my company|
|NA||2||6||NA||Even when something bad happens, I don't question whether or not I belong at my company|
|7||5||NA||NA||I am included in decisions that affect my work|
|NA||NA||7||4||My company believes that people can always greatly change their talents and abilities|
|6||6||8||9||I understand how my work contributes to my company's mission|
|NA||7||NA||7||Perspectives like mine are included in the decision making process|
|NA||NA||NA||6||My job performance is evaluated fairly|
|8||NA||9||8||When I speak up, my opinion is valued|
The data shows that while scores for diversity factors ("My company builds teams that are diverse") remain unfavorable for many underrepresented groups, we also found evidence that these perceptions aren't solely governed by self-representation. We can conclude perceptions and valuations of diversity are not consistent, as underrepresented groups show both the highest and lowest favorability scores. Moreover, we find these factors do not have a strong impact on overall engagement.
The factor "I feel like I belong at my company" correlates most highly to engagement across ethnicities.