12 Workplace Diversity Statistics You Should Know in 2022

1. 76% of employees and job seekers said diversity was important when considering job offers.

  • Over half of Black and Hispanic workers said they had quit a job after seeing racial discrimination at work or experiencing it firsthand.
  • 37% of workers and job seekers said they wouldn’t apply to a company that was rated negatively by people of color.

2. 35% of HR leaders say diversity, equity, and inclusion are among their top five priorities for 2022.

  • Make it a team effort. Get insight, feedback, and support for DEI strategies from other members of senior management. Getting commitment from the executive team is an important step in making real change happen throughout the company.
  • Create a DEI committee. This could be a small group made up of senior leaders, managers, and team members who collaborate on ways to promote diversity in the workplace. This group itself should be diverse in employee position, race, gender, age, etc. A team that lacks diversity won’t have the perspectives needed for impactful outcomes.
  • Get inspired by other companies. Today, diversity is a group effort, in that organizations of all sizes and industries are making it a priority. Look to others who are succeeding to inspire new ideas for your own company on its DEI journey.
  • Be honest. Even seasoned leaders can struggle with understanding how to commit to creating a diverse, equitable, and inclusive workplace. Be honest about where your company stands, how it plans to improve, and the progress it makes.

3. 89% of people want their company to be inclusive of individuals with intellectual disabilities.

4. Top companies hired 242% more Black directors in 5 months in 2020.

5. Racially and ethnically diverse companies have a 36% higher likelihood of financially outperforming less diverse companies.

6. Only 47% of managers feel prepared to have conversations about race with their employees.

7. Gen Z is the most racially and ethnically diverse generation — ever.

Three Ways to Reduce Bias in Hiring

  • Talk about it: You have to acknowledge that bias exists in order to reduce its effects.
  • Hire collectively: Include diverse perspectives in the creation of the hiring process and in everyday hiring.
  • Structure interviews: A structured interview process ensures that all candidates are evaluated on a level playing field.

8. Blind applications increase women’s chances of getting hired by up to 46 percent.

9. At top companies, only 8% of C-suite executives are Black.

10. Candidates with distinctively Black names are 2.1% less likely to be contacted by employers.

  • Create a standard process. Create a list of questions that every candidate must answer and skills they must have. Consistency ensures everyone has an equal opportunity to demonstrate their qualifications.
  • Make a justified decision. Look over your notes and honestly evaluate why a candidate is (or isn’t) the best fit instead of making an instant decision. Justify your reasoning and make sure that it is based on facts rather than assumptions. Work with a diverse hiring team to help reduce bias.

11. Companies that welcome diversity are 1.7x more innovative.

12. Companies with gender-diverse executive teams are 21% more likely to outperform on profitably.

  • Learn and understand: Understand how the unconscious bias of one person toward another can affect hiring decisions.
  • Educate and train: Provide your hiring team with training that helps them notice and reduce bias in the recruiting process.
  • Evaluate and implement: Evaluate your hiring process and make changes if necessary, like removing gendered language from job descriptions.

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Meredith Wholley

Meredith Wholley

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As a Digital Marketing and Events Manager for ClearCompany, Meredith coordinates best-practice content and brand-awareness events with HR practitioners.