Diversity and inclusion in the US
Oxford Economics recently worked with the IBM Institute for Business Value to survey nearly 7,000 US-based professionals as part of a program on diversity and inclusion. The sample included more than 750 Black female professionals, 1,455 Asian-American professionals, and 700 individuals who self-identified as gay, lesbian, or bisexual. Each group reported on-the-job obstacles that far exceed those of others surveyed.
Every organisation has its own priorities and needs, but the data suggest several key steps toward improving equity and inclusion, including:
Start with trust. Dialogue around different experiences and expectations – and the ceding of power and privilege – requires a culture of mutual support and openness.
Foster visibility and authenticity. Getting more members of underrepresented groups into visible leadership roles is critical to changing mindsets and expectations.
Broaden the recruiting pool. A thin talent pipeline must be a challenge, not an excuse. Carefully-built AI may avoid unconscious biases—both positive and negative.
Our Thought Leadership team produces original, evidence-based research made accessible to decision-makers and opinion leaders. Principals for this project included:
Senior Editor, Thought LeadershipEmail