SHRM Survey Findings: An Examination of Organizational Commitment to Diversity and Inclusion

1. SHRM Survey Findings: An Examination of Organizational Commitment to Diversity and Inclusion October 2011

2. Key Findings • Who is responsible for implementing and leading diversity initiatives in the workplace? The majority of companies reported human resources (HR) is responsible for implementing and leading their diversity initiatives. Overall, 65% of companies reported HR is responsible for implementing diversity initiatives, and 62% reported HR is responsible for leading these efforts. A much smaller percentage of companies reported president/CEO (21%) and senior management (20%) are implementing and leading diversity initiatives. An equal percentage (22%) of companies indicated that no one is responsible for implementing or for leading diversity initiatives. • Are companies using internal diversity groups (e.g., diversity committees, diversity councils, diversity advisory boards)? They do, though not at high rates. Overall, 21% of companies reported using these internal groups. Even though internal diversity groups are not widespread in the workplace, they are providing value to businesses. Among organizations that have internal diversity groups, 72% reported these groups were used to help augment their organization’s business efforts. • What percentage of organizations have staff dedicated exclusively to diversity? Over the last six years, fewer organizations reportedhaving staff exclusively dedicated to diversity. This percentage dropped from 21% in 2005 to 13% in 2011. Organizations with 2,500 to 24,999 employees (39%), those with 25,000 or more employees (48%), publicly owned for-profit companies (23%) and government agencies (20%) were more likely to have dedicated staff.

3. Key Findings (continued) • Are companies slashing diversity training budgets in these uncertain times? No; among the small percentage of companies that provided a diversity training budget in the previous year, the vast majority reported the 2011 budget either increased (14%) or remained the same (75%). Ten percent of companies indicated the budget decreased, and only 1% reported the budget was completely eliminated in 2011. • What percentage of companies have sexual orientation discrimination and gender identity/expression policies? Overall, 55% of companies reported having a formal (written) policy that addresses sexual orientation discrimination in the workplace. Organizations with 2,500 to 24,999 employees (60%), those with 25,000 or more employees (79%) and firms with multinational operations locations (65%) were more were more likely to have a formal policy. A much smaller percentage of companies reported having a written policy that addresses gender identity and/or gender expression. Only 21% of companies reported having such written policy in place.

4. Who is responsible for implementing diversity initiatives at your organization? Note: n = 674. Totals do not equal 100% because respondents were able to select multiple response options.

5. Who is responsible for leading diversity initiatives at your organization? Note: n = 674. Totals do not equal 100% because respondents were able to select multiple response options.

6. Please indicate ways in which your CEO has demonstrated support for diversity initiatives. > Comparison by Organization Staff Size Larger organizations Smaller organizations < Larger organizations Smaller organizations Note: n = 674. Totals do not equal 100% because respondents were able to select multiple response options.

7. Does your organization have staff dedicated exclusively to diversity? Note: n = 674.

8. Does your organization have staff dedicated exclusively to diversity? Comparison by Organization Staff Size Larger organizations (2,500 or more employees) are more likely than smaller organizations (fewer than 2,500 employees) to have staff dedicated exclusively to diversity. Comparison by Organization Sector Publicly owned for-profit organizations, government agencies and nonprofit organizations are more likely than privately owned and nonprofit organizationsto have staff dedicated exclusively to diversity.

9. What is the job title of the person who leads your organization’s diversity initiatives? Note: n = 87. Organizations that did not have staff dedicated exclusively to diversity were excluded from this analysis.

10. To whom does your head of diversity report? Note: n = 89. Organizations that did not have staff dedicated exclusively to diversity were excluded from this analysis. Percentages may not total 100% because of rounding.

11. Does your organization have an internal group (e.g., diversity committee, diversity council, diversity advisory board) that focuses on diversity in your organization? Note: n = 674.

12. Does your organization have an internal group (e.g., diversity committee, diversity council, diversity advisory board) that focuses on diversity in your organization? Comparison by Organization Staff Size Larger organizations (2,500 or more employees) are more likely than smaller organizations (fewer than 2,500 employees) to have an internal group that focuses on diversity. Comparison by Organization Sector Publicly owned for-profit organizations, government agencies and nonprofit organizations are more likely than privately owned organizations to have an internal group that focuses on diversity. Comparison by Operations Location Multinational organizations are more likely than organizations with U.S.-only operations to have an internal group that focuses on diversity.

13. How does this internal group (e.g., diversity committee, diversity council, diversity advisory board) focus on diversity in your organization? Note: Organizations that did not have an internal group that focuses on diversity were excluded from this analysis. Totals do not equal 100% because respondents were able to select multiple response options.

14. How often did this internal group meet in calendar year 2010? Note: n = 128. Organizations that did not have an internal group that focuses on diversity were excluded from this analysis.

15. Did your organization have a diversity training budget in fiscal year 2010? Note: n = 674.

16. Did your organization have a diversity training budget in fiscal year 2010? Comparison by Organization Staff Size Larger organizations (2,500 or more employees) are more likely than smaller organizations (fewer than 2,500 employees)to have a diversity training budget. Comparison by Organization Sector Publicly owned for-profit organizations, government agencies and nonprofit organizations are more likely than privately owned organizations to have a diversity training budget. Comparison by Operations Location Multinational organizations are more likely than organizations with U.S.-only operations to have a diversity training budget.

17. In fiscal year 2010, was your diversity training budget a stand-alone budget or part of the organization’s overall training budget? Note: n = 107. Organizations without a diversity training budget in fiscal year 2010 were excluded from this analysis.

18. Did your organization’s fiscal year 2011 diversity training budget increase, decrease or remain the same when compared with the fiscal year 2010 diversity training budget? Note: n = 92. Organizations without a diversity training budget in fiscal year 2010 were excluded from this analysis.

19. Does your organization have a formal (written) or an informal policy that addresses sexual orientation discrimination in your workplace? Note: n = 654. “Not sure” responses were excluded from this analysis.

20. Does your organization have a formal (written) or an informal policy that addresses sexual orientation discrimination in your workplace? Comparison by Organization Staff Size Larger organizations (2,500 or more employees) are more likely than smaller organizations (fewer than 2,500 employees) to have a formal policy that addresses sexual orientation discrimination in the workplace. Comparison by Operations Location Multinational organizations are more likely than organizations with U.S.-only operations to have a formal policy that addresses sexual orientation discrimination in the workplace.

21. Does your organization have a written policy that addresses gender identity and/or gender expression? Note: n = 626. “Not sure” responses were excluded from this analysis.

22. Demographics: Organization Industry n = 674. Totals do not equal 100% due to multiple response options.

23. Demographics: Organization Industry (continued) n = 674. Totals do not equal 100% due to multiple response options. * = less than 1%.

24. Demographics: Organization Sector n = 642.

25. Demographics: Organization Staff Size n = 674.

26. Demographics: Other • Does the organization have U.S.-based • operations (business units) only or • does it operate multinationally? • Is your organization a single-unit company or a multi-unit company? n = 674. n = 674. • Are HR policies and practices determined by the multi-unit corporate headquarters, by each work location or both? n = 394.

27. SHRM Poll: • An Examination of Organizational Commitment to Diversity and Inclusion Methodology • Response rate = 13% • Sample composed of 674 randomly selected HR professionals • Margin of error is +/- 4% • Survey fielded June 1-13, 2011 For more poll findings, visit: www.shrm.org/surveys Follow us on Twitter: http://twitter.com/SHRM_Research