Diverse Demographics Employment Statistics

THE UNEMPLOYMENT RATE IS HIGHER AMONG BLACK AND HISPANIC OR LATINO POPULATIONS COMPARED TO NATIONAL AVERAGE THE UNEMPLOYMENT RATE FOR PEOPLE WITH LESS THAN A HIGH SCHOOL DIPLOMA IS 7.9 PERCENT

 

IN 19.1 PERCENT OF HETEROSEXUAL MARRIED-COUPLE FAMILIES, ONLY THE HUSBAND WAS EMPLOYED

That means nearly one in five heterosexual married-couple families are living on a single income brought in solely by the husband of the family. That’s compared to 7.6 percent of heterosexual married-couple families where only the wife was employed.

 

26.7 PERCENT OF HETEROSEXUAL MARRIED-COUPLE FAMILIES LIVE ON A SINGLE INCOME

 

Gender Diversity in the Workplace Statistics

WOMEN ARE EXPECTED TO MAKE UP 47.2 PERCENT OF THE WORKFORCE BY 2024

WOMEN’S WAGES ARE 82 PERCENT OF THOSE OF MEN’S

In 2019, the Bureau of Labor Statistics reported that full-time working women had median usual weekly earnings of 82 percent compared with full-time working men.

 

42 PERCENT OF WOMEN HAVE FACED GENDER DISCRIMINATION AT THEIR JOBS

MEN ARE TWICE AS LIKELY TO BE HIRED, REGARDLESS OF THE HIRING MANAGER’S GENDER

JUST OVER 8 PERCENT OF FORTUNE 500 CEOS ARE WOMEN

WOMEN ARE MORE LIKELY TO BE HIRED WITH BLIND APPLICATIONS

One study conducted by Harvard University and Princeton University researchers found that when men and women submitted blind applications or auditions for a job, a woman’s likelihood of getting the job increased by 25 to 46 percent. And under these conditions, women were more likely to be hired than men.

 

WOMEN OBTAIN 4-YEAR COLLEGE DEGREES MORE THAN MEN

SENIOR-LEVEL WOMEN ARE TWICE AS LIKELY AS SENIOR-LEVEL MEN TO FOCUS ON DIVERSITY, EQUITY AND INCLUSION

WOMEN OF COLOR ACCOUNT FOR 4 PERCENT OF C-SUITE LEADERS

22 PERCENT OF C-SUITES IN THE SOFTWARE TECH INDUSTRY ARE MADE UP OF WOMEN

That number drops to 14 percent when looking at women holding C-suite roles at tech hardware companies. (That’s why some companies are focused on increasing the amount of women in tech leadership positions.)

 

 

ONLY 4 PERCENT OF C-SUITES ARE MADE UP OF WOMEN OF COLOR

(C-SUITES - executive-level managers within a company)

Of the 23 percent of women in the C-suite, just 4 percent of those leaders are women of color. In nearly every category, women of color are the most underrepresented population in the workforce, compared to white women, men of color and white men.

 

FOR EVERY 100 MEN PROMOTED TO MANAGER, ONLY 86 WOMEN ARE PROMOTED

As a result, men significantly outnumber women in manager positions.

 

WOMEN ASK FOR PAY RAISES AT THE SAME RATE AS MEN, BUT RECEIVE THEM LESS OFTEN

Women ask for pay raises just as often as men at similar positions. But they receive them 5 percent less often than men do.

 

 

Racial and Ethnic Diversity in the Workplace Statistics

THE MAJORITY OF THE U.S. WORKFORCE IS MADE UP OF WHITE PEOPLE (78 PERCENT)

Black people make up around 13 percent of the workforce, Hispanic or Latinx people make up 18 percent of the workforce and Asian people make up about 6 percent of the workforce, as of 2019.

 

BLACK AND HISPANIC OR LATINX PEOPLE EXPERIENCE HIGHER UNDEREMPLOYMENT RATES

There is racial disparity in the underemployment rate, which looks at people who work part time but would rather work full time if they could. The underemployment rate in the first half of 2019 was 3.3 percent for white people, 6.6 percent for Black people and 4.4 percent for Hispanic or Latinx people. 

 

THERE ARE LESS THAN A HANDFUL OF BLACK CEOS OF FORTUNE 500 COMPANIES 

As of February 2021, four Fortune 500 companies have a chief executive officer who is Black.

Researchers found that job candidates who have “distinctively Black sounding names” have a lower probability of hearing back from companies they applied to than job candidates who don’t.

 

***ONLY A FRACTION OF FORTUNE 500 COMPANIES MAKE DIVERSITY AND INCLUSION DATA PUBLICLY AVAILABLE***

A little more than half of the Fortune 500 companies have published some sort of data on their racial and ethnic makeup in the past year. But only 22 companies released full breakdowns across racial and ethnic categories.

 

Diversity and Inclusion Business Impact Statistics

***DIVERSE COMPANIES ENJOY 2.3 TIMES HIGHER CASH FLOW PER EMPLOYEE***

Research published in 2015 by Bersin by Deloitte found that, over a three-year period, companies with highly diverse teams noticed a significant increase in cash flow — to the tune of 2.3 times per employee.

 

DIVERSE MANAGEMENT BOOSTS REVENUE BY 19 PERCENT

A Boston Consulting Group study looked at companies with diverse management teams and found that, on average, they enjoyed a 19 percent increase in revenue compared to their less diverse counterparts. 

 

43 PERCENT OF COMPANIES WITH DIVERSE BOARDS SAW HIGHER PROFITS

Not only is it beneficial to have diverse employees and management, but companies with diverse boards also noticed significantly higher profits, according to a 2018 McKinsey study.

 

Executive teams that are highly gender-diverse are found to be 21 percent more likely to outperform on profitability.

 

Gender-diverse companies that are in the top quartile for gender diversity on executive boards are 27 percent more likely to have superior value creation.

 

COMPANIES WITH GENDER DIVERSITY TEND TO PERFORM BETTER FINANCIALLY

McKinsey found that companies in the top quartile for gender diversity are 15 percent more likely to have financial returns above their respective national industry medians.

 

Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to outperform their respective national industry medians’ financial returns.

 

One study in 2009 found companies reporting the highest levels of racial diversity saw 15 times the sales revenue compared to companies with the least racial diversity among their employees.

 

According to a 2013 report, diverse companies are 70 percent more likely to capture new markets. 

 

Compared to individual decision makers, diverse teams make better decisions 87 percent of the time.

 

Boston Consulting Group surveyed 1,700 companies and found that companies with above-average total diversity had 19 percent higher innovation revenues on average.

 

When companies foster a more inclusive work environment, 83 percent of Millennials are found to be actively engaged in their work.

 

GLOBAL GDP COULD INCREASE 26 PERCENT BY EQUALLY DIVERSIFYING THE WORKFORCE

If the global workforce became equally gender-diverse by 2025, global GDP could increase by $28 trillion.

 

For every 10 percent increase in gender diversity among senior executive teams in the United Kingdom, companies earn 3.5 percent more in earnings before interest and taxes. 

 

 

Importance of Diversity Among Job Seekers and Employees Statistics

According to a 2020 Glassdoor survey, 76 percent of job seekers and employees polled said a diverse workforce was an important factor for them when evaluating job opportunities and companies.

 

According to a Deloitte survey, 80 percent of over 1,300 respondents said inclusion efforts were an important factor when choosing a company. 

 

78 PERCENT OF PEOPLE BELIEVE DIVERSITY AND INCLUSION OFFERS A COMPETITIVE ADVANTAGE

Another Deloitte survey found that 39 percent of respondents believed diversity and inclusion offers a competitive advantage in the marketplace.

 

Some employees actively keep tabs on diversity and inclusion efforts within their companies. In fact, 13 percent of employees monitor how often senior managers discuss the topics during meetings. 

 

NEARLY HALF OF EMPLOYEES BELIEVE THEIR COMPANY NEEDS TO IMPROVE DIVERSITY OF GENDER, RACE AND ETHNICITY

Employees aren’t just looking at one facet of diversity. An Atlassian study of 1,500 employees found that nearly half of respondents said their companies could improve diversity of gender, race and ethnicity.

 

40 PERCENT OF EMPLOYEES BELIEVE THEIR COMPANIES SHOULD INCREASE DIVERSITY IN TERMS OF SEXUAL ORIENTATION

In the same study as above, 40 percent of respondents noted their company could improve its diversity of sexual orientation.

 

24 PERCENT OF EMPLOYEES HAVE EXPERIENCED DISCRIMINATION AT WORK

40 PERCENT OF EMPLOYEES LEAVE A COMPANY AFTER EXPERIENCING HARASSMENT, BULLYING OR STEREOTYPING

SINCE 2014, 32 PERCENT MORE EXECUTIVES CARE ABOUT DIVERSITY AND INCLUSION

38 PERCENT OF EXECUTIVES BELIEVE CEOS ARE PRIMARILY RESPONSIBLE FOR DIVERSITY AND INCLUSION INITIATIVES 

86 PERCENT OF WOMEN SEEK EMPLOYERS WITH DIVERSITY AND INCLUSION STRATEGIES