Diversity Recruiting Statistics


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Diversity Recruiting Statistics 2023: Facts about Diversity Recruiting outlines the context of what’s happening in the tech world.

LLCBuddy editorial team did hours of research, collected all important statistics on Diversity Recruiting, and shared those on this page. Our editorial team proofread these to make the data as accurate as possible. We believe you don’t need to check any other resources on the web for the same. You should get everything here only 🙂

Are you planning to form an LLC? Maybe for educational purposes, business research, or personal curiosity, whatever the reason is – it’s always a good idea to gather more information about tech topics like this.

How much of an impact will Diversity Recruiting Statistics have on your day-to-day? or the day-to-day of your LLC Business? How much does it matter directly or indirectly? You should get answers to all your questions here.

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Top Diversity Recruiting Statistics 2023

☰ Use “CTRL+F” to quickly find statistics. There are total 58 Diversity Recruiting Statistics on this page 🙂

Diversity Recruiting “Latest” Statistics

  • The generations of millennials and Gen Z are the most diverse in history: According to CNN Money, only 56% of the country’s 87 million millennials and 75% of the country’s 76 million baby boomers are white.[1]
  • According to Glassdoor, 67% of job seekers consider workplace diversity to be an important consideration when looking for employment, and more than 50% of current employees want their workplace to do more to increase diversity.[1]
  • According to Gallup, 45 percent of American workers have experienced discrimination or harassment in the past year.[1]
  • According to UPL, 93% of women believe that reporting non-inclusive behaviors will hurt their careers.[1]
  • Over 75% of managers are white, both in terms of race and seniority.[1]
  • The US Census Bureau reports that 85 percent of executives and 83 percent of senior managers are white.[1]
  • When considering job offers, 76% of employees and job seekers said diversity was important.[2]
  • Diversity, equity, and inclusion rank among the top five priorities for HR leaders in 2022, according to 35%.[2]
  • Eighty-nine percent of people want their company to welcome people with intellectual disabilities.[2]
  • In five months in 2020, top companies hired 242% more Black directors.[2]
  • Employers are 2.1% less likely to contact candidates whose names are distinctively Black.[2]
  • In 2017, 69% of executives, up 32% from 2014, rated diversity and inclusion as an important issues, according to Glassdoor.[3]
  • Companies in the top quartile for gender diversity on executive teams, according to McKinsey & Company, were 21% more likely to outperform in terms of profitability and 27% more likely to have superior value creation.[3]
  • According to McKinsey & Company, companies worldwide with the most ethnically and culturally diverse boards are 43% more likely to make more money.[3]
  • Glassdoor found that 57% of workers want their employer to do more to promote diversity.[3]
  • HBR says that diverse businesses are 70% more likely to say that they have conquered a new market.[3]
  • By 2044, groups that were once considered “minorities” may be the majority.[4]
  • Racial or ethnic minorities make up 48% of Generation Z.[4]
  • Cash flow per employee is 2.5 times higher in diverse businesses.[4]
  • Revenue has been shown to rise by 19 percent with diverse management.[4]
  • Companies with gender diversity are 15% more likely to exceed industry median financial returns.[4]
  • Diverse businesses are preferred by 34% of workers and job seekers.[4]
  • In 2021, about 5.6% of U.S. workers who were born abroad were unemployed, down 3.6% from 2020 (likely as a result of the COVID-19 pandemic) but up 2.5% from 2019.[4]
  • Women will make up 46.6 percent of all U.S. employees by 2022, but there is still a long way to go before the workplace becomes more equitable.[4]
  • According to a 2017 Pew Research Survey, 42% of American women have experienced gender discrimination at work.[4]
  • For every 100 men promoted to manager, only 86 women are promoted, so men significantly outnumber women in managerial positions.[4]
  • Six Fortune 500 companies will have Black chief executives by 2022.[4]
  • Profits were higher in 43% of companies with diverse management.[5]
  • Racial and ethnically diverse businesses have a 35% higher likelihood of higher performance and a higher return on investment.[5]
  • Compared to individuals, diverse teams are 87% better at making decisions.[5]
  • Companies with equal numbers of men and women working for them are able to generate up to 41% more revenue.[5]
  • Companies with a high level of inclusivity are 120% more likely to achieve their financial targets.[5]
  • Unbelievably, 78% of people believe that diversity and inclusion provide an advantage over competitors.[5]
  • The performance of racially diverse teams is 35% better than that of their rivals.[5]
  • The revenue and sales of businesses with high racial diversity are 15 times higher.[5]
  • According to Google, underrepresented group employees would hold 30% of leadership positions by 2025.[5]
  • Compared to the baby boomers, the millennial generation is 16% more diverse.[5]
  • If 83% of all millennials believe their employer fosters a diverse and inclusive culture, they are more likely to be actively engaged.[5]
  • According to a study conducted by the Boston Consulting Group, businesses with leadership teams that were more diverse than average generated 19% more revenue from innovation than businesses with leadership teams that were less diverse than average.[6]
  • According to McKinsey, the profits of businesses that do not have female leaders can be nearly 50% higher than those of businesses that do have female leaders.[6]
  • According to the D&I Workplace Survey conducted by Glassdoor, 66% of job seekers have the highest level of trust in employees when it comes to understanding what diversity and inclusion entail at a company.[6]
  • According to a McKinsey study, compared to entry-level positions, there are 64% fewer Asian American men and 39% fewer Asian American women in senior positions.[6]
  • According to the National Human Rights Campaign Foundation, 51% of LGBTQ+ workers conceal their sexual orientation or gender identity at work.[6]
  • While 58% of respondents claim to have heard jokes or disparaging remarks directed at LGBTQ+ individuals, only 5% have reported these incidents to human resources.[6]
  • According to a recent SHRM report, 41% of managers are “too busy” to put diversity initiatives into action.[7]
  • Only one-tenth of Black employees ever achieve leadership status, despite the fact that 33% of them aspire to do so.[7]
  • Only one percent of CEOs at companies in the Fortune 500 are men.[7]
  • The appropriate number should be at least 10% when looking at the percentage of Black students who graduate with the degree required to hold a position as a CEO in the Fortune 500.[7]
  • Managers of both sexes were found to be twice as likely to hire a man than a woman in a 2014 study that was published in the Proceedings of the National Academy of Sciences.[7]
  • 57% of employees believe that their company should work harder to increase diversity.[8]
  • Women make up only 23% of C-Suite executives, and only 4% of those women are of color.[8]
  • Organizations with racial diversity are 35% more likely to perform better than their peers.[8]
  • Up to 41% more money is made by businesses that employ equal numbers of men and women than by those that do not.[8]
  • Globally, the gender pay gap is 17% on average, but it can range from 3% to 51%.[8]
  • Open leadership positions occupied by women internationally grew by 10 percentage points overall and by 8 percentage points in comparison to the previous year.[9]
  • African Americans received 50% fewer callbacks than Caucasians did.[10]
  • Although African Americans make up 13% of the population in the United States, they make up less than half of the big tech workforce.[10]
  • Teams with more or fewer women performed better than teams with fewer or no women in a large study involving more than 4,600 participants.[10]

Also Read

How Useful is Diversity Recruiting

But just how useful is diversity recruiting in practice?

One of the key arguments in favor of diversity recruiting is the belief that bringing people from different backgrounds and experiences together can lead to more innovative ideas and solutions. By having a team that reflects the diversity of the customer base, companies can better understand their needs and preferences, leading to better products and services.

In addition, diverse teams are often better able to solve complex problems because they can draw on a wider range of perspectives and approaches. This can be particularly important in industries that are rapidly evolving or facing new challenges where innovative solutions are needed.

However, it is not just about creative problem-solving or innovation. Diversity in the workplace also brings about greater representation and inclusivity. When companies actively recruit a diverse workforce, they send a powerful message about their commitment to equality and inclusion. This, in turn, can lead to greater employee satisfaction and loyalty, as well as improved reputation among customers and investors.

Furthermore, having a diverse workforce can also lead to better decision-making. Research has shown that teams with a variety of perspectives and backgrounds are more likely to make better decisions, as they are able to consider a wider range of factors and potential outcomes.

But diversity recruiting is not without its challenges. Building a diverse team requires a commitment from the top levels of management, as well as a willingness to invest in training and development programs that support diversity and inclusion. It can also be challenging to recruit a diverse workforce in industries where certain groups are underrepresented, or in regions where the population is not as diverse.

Another potential downside of diversity recruiting is the risk of tokenism. Simply hiring people from diverse backgrounds to meet quotas without actually valuing their contributions or giving them a seat at the table can lead to resentment and division within the team.

Despite these challenges, it is clear that diversity recruiting can be a powerful tool for companies looking to create a more inclusive and innovative workforce. By actively seeking out and valuing people from different backgrounds and experiences, companies can tap into a wealth of diverse perspectives and talents that can help them stay competitive and relevant in today’s rapidly changing business environment.

In conclusion, while diversity recruiting may present challenges, the benefits far outweigh the potential drawbacks. Companies that embrace diversity and make it a priority in their recruiting efforts are likely to see numerous rewards, from improved decision-making and problem-solving abilities to increased employee satisfaction and loyalty. Ultimately, diversity recruiting is not just a nice-to-have – it is a strategic imperative for companies looking to thrive in a rapidly evolving and diverse world.

Reference

  1. bonus – https://blog.bonus.ly/diversity-inclusion-statistics
  2. clearcompany – https://blog.clearcompany.com/12-workplace-diversity-statistics
  3. oleeo – https://blog.oleeo.com/mind-blowing-diversity-recruitment-stats
  4. builtin – https://builtin.com/diversity-inclusion/diversity-in-the-workplace-statistics
  5. redbranchmedia – https://redbranchmedia.com/blog/diversity-recruiting-statistics-2021/
  6. seekout – https://seekout.com/blog/diversity-recruiting/8-diversity-hiring-statistics-every-talent-strategist-needs-to-know/
  7. webinarcare – https://webinarcare.com/best-diversity-recruiting-software/diversity-recruiting-statistics/
  8. apollotechnical – https://www.apollotechnical.com/workplace-diversity-statistics/
  9. apple – https://www.apple.com/diversity/
  10. business2community – https://www.business2community.com/human-resources/12-diversity-statistics-that-will-make-you-rethink-your-hiring-decisions-02322090

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