Diversity, Inclusion and Intersectionality Report 2018
Two years ago, we launched the Diversity and Inclusion Survey with Paradigm. It was the HR industry’s first survey to enable organizations to collect, understand, and act on employee feedback across the intersections of complex social identities (Gender Identity, Race/Ethnicity, Sexual Orientation, Disability, Family, Socioeconomic Status, Veteran Status, and Age).
To date, over a hundred companies in North America, Asia, and Europe have gathered diversity and inclusion feedback through Culture Amp. Our data now represents a wide range of industries, from real estate, healthcare, finance, advertising, and more.
We know that employee data can be used to create more diverse and inclusive companies. Just as every company is unique, every company’s inclusion program will be unique. Here, we’re excited to share our findings on the state of diversity, inclusion, and intersectionality as they affect the way we work.
Key Insights from our 2018 report
The future is intersectional
Data collected from workplaces mirrors the demographic shift we see in the United States. Typically underrepresented populations are proportionately making up more of the workforce. “Diversity” is becoming the norm as underrepresented people solidify their position as integral workforce members.
The employee experience is not equal
Demographic traits influence our experience at work. In aggregate, those from underrepresented backgrounds experience company culture less positively than employees in a majority group; the disparity is compounded for employees in multiple, intersectional minority groups (e.g., gender, race, sexual orientation).
Inclusion and belonging matter most
Factors relating to belonging, communication, and decision-making are strong drivers of employee engagement. A feeling of belonging at a company (i.e. "I feel like I belong at my company") has the strongest relationship to engagement.
Why and how these findings impact your business
Four separate meta-analyses covering hundreds of individual studies demonstrate how workers will underperform relative to their abilities if negative stereotypes burden them.
