24 Seven surveyed almost 600 people working in Marketing, Tech, Beauty, Fashion & Retail sectors to learn how companies have responded to heightened social awareness of systematic racism. National polls suggest that the Black Lives Matter movement has become one of the largest in U.S. history, with over a half a million people participating in protests in more than 550 cities across the nation. Many organizations and companies have recognized this as an important societal moment and have vowed to be part of a long-overdue change.
mostly feel this way
say their company has publicly renewed its commitment to DEI as a result of the recent social climate shift
Non-White Identifying Respondents More
Likely to Question Sincerity
Training, Resources & Hiring Process Improvement
The State of Diversity, Equity
& Inclusion in
the Workplace
25%
25%
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Here is what is happening in workplaces as a result:
Majority Says DEI is a Company Priority, With Renewed Energy
6 in 10 employees say that DEI is a priority at their company, as evidenced by well-documented & reinforced policies, procedures, and track record
White
Identifying
Responders
Black
Identifying
Responders
All
Non-White Identifying Responders
63%
55%
60%
6 in 10
56%
Black Identifying Responders
White Identifying Responders
ALL NON-WHITE Identifying Responders
62%
51%
49%
In aggregate, 79% of respondents believe in the sincerity
of this renewed commitment, however Black Identifying responders were the most skeptical about the
commitments proposed.
Black Identifying Responders
All Non-White Identifying Responders
White Identifying Responders
86%
58%
70%
Black Identifying Responders
All Non-White Identifying Responders
White Identifying Responders
And 71% say their company has taken steps to indicate that this recommitment will be long term.
74%
67%
69%
Contrasting Sense of Safety in Bringing Their Whole Selves to Work
feel confidently secure about being their most authentic self at work in every dimension: gender, race, culture, sexual orientation, religion, physical and mental ability, etc.
3
in
10
do not feel safe at all to bring their whole self to work
20%
20%
White Identifying employees feel the most confident and secure in being their whole selves at work:
Non-White Identifying Respondents More
Likely to Question Sincerity
32% mostly secure
38% strongly secure
and just 12% not feeling secure at all
Black Identifying employees felt less secure overall:
15% mostly secure
and 36% not feeling secure at all
25% stating they feel strongly secure
Contrast Snapshot
FREE TO BE ME
Everyone
White
Identifying
Black
Identifying
Strongly secure
Mostly secure
Not secure at all
32%
25%
21%
38%
32%
12%
25%
15%
36%
15% mostly secure
Black Identifying employees are 5x more likely to say they
feel underrepresented at work than their white peers
of all Non-White Identifying employees strongly feel underrepresented
of Black Identifying employees
strongly feel underrepresented
of White Identifying employees
strongly feel underrepresented
of White Identifying employees do not feel underrepresented
37%
50%
11%
59%
4 in 10 White Identifying employees feel they
are respected as a whole person at work, while just 2 in 10 Black Identifying employees say the same
of all Non-White Identifying employees feel respected for their whole self at work
27%
of Black Identifying employees feel respected for their whole self at work
22%
of White Identifying employees feel respected for their whole self at work
40%
DEI Is an Essential Element of the Employer Brand
84% of all employees surveyed said it is important to
work for a company with a proven DEI priority track record
of all respondents surveyed said it is highly likely that they’d leave their current employer to work for another with a better DEI reputation
OVER HALF
74%
65%
Black Identifying talent said they’d switch to another employer with
a better DEI
track record
All Non-White Identifying employees said they would
84% of all employees surveyed said it is important to
work for a company with a proven DEI priority track record
DEI In Action
One third of all surveyed describe their
current company’s culture as inclusive*
*More White Identifying employees (45%) feel this way
My company has a clear plan of action to combat racial injustice & inequality in the workplace
28%
28%
29% Don’t know
29% Don’t know
When an issue or microaggression arises involving diversity, equity, and/or inclusion that I experience or witness, I feel that I am able to speak up without fear of retribution or derision, or any other negative impact on me personally or professionally.
31%
31%
27% are afraid to speak up
27% are afraid to speak up
My company has a point person in place to go to with concerns, questions, or comments about occurrences of racial inequality/injustice in the workplace
42%
42%
26% Don’t know
26% Don’t know
My company has a person who holds a specific leadership position in Diversity, Equity & Inclusion at the executive level (i.e. VP or C-suite)
22%
22%
24% Don’t know
24% Don’t know
Companies need to step up their efforts
companies offer no training in DEI and anti-bias awareness
39%
companies offer training in DEI and anti-bias awareness to all employees
27%
companies offer training in DEI and anti-bias awareness only to managers
8%
companies offer training in DEI and anti-bias awareness only to executive leadership
3%
of those surveyed had no idea is their company offered any training in this area
23%
37% of companies have taken action to ensure less biased hiring practices in response to recent incidents of racial injustice in society
79%
71%