What are Companies Doing to Retain as Well as Develop People of Color and Women?
Berkoff, Rachael; Fredrich, Brian
[Excerpt] Despite their best efforts, many corporations are unsuccessful in their attempts to create more inclusive environments that allow for progression and growth of women and minorities. More than 75% of CEOs include gender equality in their top ten business priorities, but gender outcomes across the largest companies are not changing. People of color represent 18% of directors and women of color represent only 4% of directors. Many leaders would theorize that this is a “pipeline” issue in that fewer qualified women and minorities are available in the workforce. However, the numbers just don’t support this hypothesis—the number of women and minorities in the workforce has been rising steadily since 1980; indeed, both groups have been in the workforce long enough to have been groomed for ascension to higher ranks. This research will identify key considerations for developing women and minorities as well as possible ways for building more inclusive mindsets.
Human Resources; HR; people of color; retain; women; diversity; inclusion; gender; pipeline; recruitment; mentoring; diversity task force; minority; diversity training; bias; backlash; transparency; sponsorship; ethnic diversity; recruitment; diversity talent
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