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Diversity study reveals importance of demographic breakouts
Gantz Wiley Research recently conducted an employee opinion survey at a major U.S. banking organization to measure the perceived level of the organization’s commitment to diversity and inclusiveness. While scores for the diversity theme overall show 63% favorable responses, a segmentation by race reveals that only 42% of African Americans responded favorably. These results demonstrate that reliance on overall employee statistics from employee surveys is entirely misleading and that important differences generally exist in the responses among employees of different racial and ethnic origins.
This particular banking organization has conducted three employee surveys since 1996 addressing diversity issues. As a result of this analysis, leadership at the organization has been able to target actions to improve these ratings and hold managers accountable for results. Between 2000 and 2004, the bank’s initiatives to support diversity were highly visible and focused on training of employees and management, publicizing the status of goals, and placing diverse staff in high level positions. In 2004, expectations were high, but the survey diversity scores were lower than expected. Overall results had fallen three percentage points and African Americans rated the diversity theme five percentage points lower than in 2000.
Leadership concluded from the results that not enough was being done to hire and promote minorities and more emphasis was necessary on achieving diversity at senior levels. Recently, the bank has increased the number of high-level placements involving diverse staff.
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