2014 Diversity and Inclusion

State of the Industry

DEMOGRAPHICS

• 44.7 percent of respondents are director level or above.

• 59.7 percent of responding organizations are in the private sector.

• 30.6 percent or responding organizations have a diversity and inclusion budget less

than 100 thousand dollars.

393 Respondents

26.0%

37.8%

17.4%

18.8%

0% 10% 20% 30% 40%

Mostly located in onecountry in one location

Mostly located in onecountry with multiple

locations

Mostly located in onecountry with some global

distribution

Highly distributed withmultiple locations across

the globe

How would you describe the geographic distribution of your workforce?

44.3%

14.8% 10.9%

29.9%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

0 to 2,500 2,500 to 5,000 5,000 to10,000

10,000+

Organization Size

Trends in Diversity and Inclusion • The majority of respondents view Diversity and

Inclusion as a strategic enabler for their organization.

• 33 percent of survey takers consider Diversity and

Inclusion critically important to the success of the

entire organization.

• More than half of respondents report that their

organizations do not track supplier diversity.

• 73 percent of responding organizations set targets for increasing racial and gender diversity.

How is the diversity and inclusion function at your organization organized?

46.9%

34.6%

18.5%

Centralized

Mixed (cross-functional)

Decentralized

The diversity and inclusion function at my organization is:

16.2%

52.1%

0.3% 0.3%

23.3%

0%

10%

20%

30%

40%

50%

60%

A stand-alonefunction

A subset functionwithin another

department

Outsourced to someextent

Completelyoutsourced

We do not have aD&I function

What is the title of the head of the D&I function at your organization?

32.1%

22.1%

12.1%

11.6%

5.1%

1.0%

0% 5% 10% 15% 20% 25% 30% 35%

We don't have anyone in this role

VP/officer/department head of HR or HR-related department or function

Other senior HR executive

Chief Diversity Officer/Chief DiversityExecutive

Executive

Chief Learning Officer

At my organization, the head of the D&I function reports to:

30.9%

24.7%

21.8%

0%

5%

10%

15%

20%

25%

30%

35%

No one in this role CEO Chief Human Resources Officer

What department does the head of D&I at your organization work in?

57.5%

7.5%

6.9%

6.1%

0% 10% 20% 30% 40% 50% 60% 70%

Human Resources

Learning & Development

Talent/Workforce Management

Operations

Which of the following does your organization’s D&I strategy target?

63.9% 61.5% 61.2%

26.0%

18.3% 18.0%

1.9%

0%

10%

20%

30%

40%

50%

60%

70%

In my view, the diversity and inclusion function at my organization operates as:

16.6%

14.0%

69.4%

A cost center

A necessary but costlycontributor to the business

A strategic enabler for ourbusiness strategy

In the view of senior leadership at my organization, the D&I function operates as:

16.0%

25.5% 58.5% A cost center

A necessary but costlycontributor to the business

A strategic enabler for ourbusiness strategy

Please rate the level of importance of diversity and inclusion to the success of your

entire organization from your perspective:

33.0%

30.6%

17.0%

13.1%

6.3%

0% 5% 10% 15% 20% 25% 30% 35%

Critically important

Very important

Important

Somewhat important

Not important at all

My organization’s diversity and inclusion programs are directly aligned to the business

strategy.

67.4%

32.6%

Agree

Disagree

Does your organization track supplier diversity?

18.6%

27.9%

53.5%

Yes

To some extent

No

Which of the following diverse suppliers does your organization target?

78.4% 74.3%

51.5% 48.5%

35.7%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Ethnic minority-owned businesses

Women-ownedbusinesses

Veteran-ownedbusinesses

Disabled-ownedbusinesses

LGBT-ownedbusinesses

Does your organization set annual targets to increase supplier diversity?

27.9%

35.2%

36.9%

Yes

To some extent

No

Does your organization have specific strategies to improve supplier diversity?

50.8% 49.2%

Yes

No

Organizations gather measurements, metrics, or track these employee

segments.

93.5% 86.6% 85.0%

72.2% 70.9%

58.8% 52.6%

29.3% 25.6%

17.0%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

How often are these metrics reviewed by the leader of the diversity and inclusion

function?

40.8%

38.6%

35.8%

35.2%

29.9%

26.4%

29.6%

17.2%

8.5%

6.4%

7.8%

6.6%

0.8%

0.8%

0.8%

1.4%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45%

Gender

Age

Race/Ethnicity

Disability Status

Annually Quarterly Monthly Weekly

How often are these metrics reviewed by the leader of the diversity and inclusion

function?

25.6%

25.2%

15.7%

12.1%

17.8%

10.3%

8.9%

7.4%

4.6%

3.5%

3.0%

3.0%

0.6%

0.6%

0.6%

0.9%

0% 5% 10% 15% 20% 25% 30%

National Origin

Familial Status

Sexual Orientation

Gender Identity

Annually Quarterly Monthly Weekly

Are diversity and inclusion metrics reported to the senior leadership team?

42.2%

37.7%

20.1%

Yes

To some extent

No

Does your organization create annual targets to increase this employee segment?

73.2% 72.7%

41.5% 40.0%

27.8%

19.5%

6.3% 5.9% 3.9%

0%

10%

20%

30%

40%

50%

60%

70%

80%

Does your organization have specific D&I programs for this employee segment?

67.4%

62.2%

42.5%

41.5%

33.2%

26.9%

24.4%

11.4%

10.9%

0% 10% 20% 30% 40% 50% 60% 70% 80%

Gender

Race

Veteran Status

Disability Status

Age

National Origin

Gender Identity

Familial Status

Religious Affiliation

Which of the following D&I strategies/programs are used by your organization?

60.6%

46.8% 44.6%

39.4% 38.8% 36.0%

20.0%

0%

10%

20%

30%

40%

50%

60%

70%

Culturalcompetency and/orsensitivity training

Diversity council Communityoutreach

Employee resourcegroups (ERGs)

Externalbenchmarking for

diversity &inclusion

Executiveeducation/coaching

programs

Partner with line ofbusiness peers

Are your organization’s management performance, pay, bonuses and

promotions tied to diversity and inclusion indicators?

13.8%

86.2%

Yes

No

Benchmarking will help you improve your D&I function

and contribute to improving the industry as a whole.

• Understand best practices of D&I.

• Understand how to bridge from representation to

utilization.

• Gain recognition as an industry leader contributing

to the art of D&I.

Apply for the 2015 DVI Today!

To learn more about Diversity Executive’s benchmarking program, visit our FAQ or download the free Executive Summary.