Diversity and inclusion in the US
Thought Leadership Team
Oxford Economics
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.
About the team
Our Thought Leadership team produces original, evidence-based research made accessible to decision-makers and opinion leaders. Principals for this project included:
