Diversityand inclusion2011

SHRM Survey Findings: An Examination of
Organizational Commitment to Diversity and
Inclusion

October 2011

Key Findings

• Who is responsible for implementing and leading diversity initiatives in the workplace? The majority of
companies reported human resources (HR) is responsible for implementing and leading their diversity
initiatives. Overall, 65% of companies reported HR is responsible for implementing diversity initiatives,
and 62% reported HR is responsible for leading these efforts. A much smaller percentage of companies
reported president/CEO (21%) and senior management (20%) are implementing and leading diversity
initiatives. An equal percentage (22%) of companies indicated that no one is responsible for implementing
or for leading diversity initiatives.

• Are companies using internal diversity groups (e.g., diversity committees, diversity councils, diversity
advisory boards)? They do, though not at high rates. Overall, 21% of companies reported using these
internal groups. Even though internal diversity groups are not widespread in the workplace, they are
providing value to businesses. Among organizations that have internal diversity groups, 72% reported
these groups were used to help augment their organization’s business efforts.

• What percentage of organizations have staff dedicated exclusively to diversity? Over the last six years,
fewer organizations reported having staff exclusively dedicated to diversity. This percentage dropped
from 21% in 2005 to 13% in 2011. Organizations with 2,500 to 24,999 employees (39%), those with
25,000 or more employees (48%), publicly owned for-profit companies (23%) and government agencies
(20%) were more likely to have dedicated staff.

An Examination of Organizational Commitment to Diversity & Inclusion | ©SHRM 2011
2

Key Findings (continued)

• Are companies slashing diversity training budgets in these uncertain times? No; among the small
percentage of companies that provided a diversity training budget in the previous year, the vast majority
reported the 2011 budget either increased (14%) or remained the same (75%). Ten percent of companies
indicated the budget decreased, and only 1% reported the budget was completely eliminated in 2011.

• What percentage of companies have sexual orientation discrimination and gender identity/expression
policies? Overall, 55% of companies reported having a formal (written) policy that addresses sexual
orientation discrimination in the workplace. Organizations with 2,500 to 24,999 employees (60%), those
with 25,000 or more employees (79%) and firms with multinational operations locations (65%) were more
were more likely to have a formal policy.

A much smaller percentage of companies reported having a written policy that addresses gender identity
and/or gender expression. Only 21% of companies reported having such written policy in place.

3

Who is responsible for implementing diversity initiatives at your
organization?

Human resources (HR) 65%

President/CEO 21%

Senior management team 20%

Chief diversity officer 9%

Diversity committee/council/advisory board 8%

Chief operating officer (COO) 7%

Chief financial officer (CFO) 4%

Board of directors 3%

Outside consultants 1%

Other 1%

No one is responsible 22%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Note: n = 674. Totals do not equal 100% because respondents were able to select multiple response options.

4

Who is responsible for leading diversity initiatives at your organization?

Human resources (HR) 62%

President/CEO 21%

Senior management team 20%

Chief diversity officer 9%

Diversity committee/council/advisory board 9%


Chief financial officer (CFO) 4%


Outside consultants 1%

Other 1%

No one is responsible 22%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%


5

Please indicate ways in which your CEO has demonstrated support for
diversity initiatives.
Comparison by Organization Staff Size Larger organizations > Smaller organizations
25,000+ 2,500-24,999 500-2,499 100-499 1-99
Overall
employees employees employees employees employees
(n = 674)
(n = 29) (n = 134) (n = 136) (n = 222) (n = 153)
Ensures the corporate vision statement
29% 76% 44% 26% 20% 24%
incorporates diversity
Takes responsibility for signing off on diversity
15% 41% 27% 16% 8% 10%
metrics and programs
Regularly meets with various
14% 28% 19% 12% 14% 7%
employee/affinity groups
Has diversity-related personal quote on the
11% 34% 25% 11% 4% 5%
corporate website
Assigns individuals to be members of the
11% 21% 23% 13% 6% 3%
diversity council
Takes responsibility for signing off on supplier
9% 31% 18% 8% 4% 8%
diversity goals
Takes responsibility for signing off on
executive compensation targets that are tied 7% 31% 12% 12% 2% 3%
to diversity
Formally heads up the diversity council 3% 7% 5% 2% 2% 3%
Larger organizations < Smaller organizations
None of the above 53% 17% 31% 53% 64% 62%


6

Does your organization have staff dedicated exclusively to diversity?

In 2005, 21% of organizations
reported having staff dedicated
exclusively to diversity.

Yes 13% Source: 2005 Workplace Practices:
A Research Report by SHRM

No 87%

Note: n = 674.
7

Does your organization have staff dedicated exclusively to diversity?

Comparison by Organization Staff Size
Larger organizations (2,500 or more employees) are more likely than smaller organizations (fewer than 2,500 employees) to have
staff dedicated exclusively to diversity.
Smaller Organizations Larger Organizations Differences Based on Organization Staff Size
1 to 99 employees (3%) 2,500 to 24,999 employees (39%)
100 to 499 employees (4%) 25,000+ employees (48%) Larger organizations > smaller organizations
500 to 2,499 employees (8%)

Comparison by Organization Sector
Publicly owned for-profit organizations, government agencies and nonprofit organizations are more likely than privately owned and
nonprofit organizations to have staff dedicated exclusively to diversity.
Organization Sector Differences Based on Organization Sector
Publicly owned for-profits (23%) Privately owned for-profits (5%) Publicly owned for-profits Privately owned for-profits
Government agencies (20%) Nonprofit organizations (14%) Government agencies > Nonprofit organizations

8

What is the job title of the person who leads your organization’s diversity
initiatives?

Diversity officer 36%

Diversity director 26%

Diversity manager 13%

Head of HR 9%

Other 16%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Note: n = 87. Organizations that did not have staff dedicated exclusively to diversity were excluded from this analysis.

9

To whom does your head of diversity report?

Head of HR (e.g., CHRO) 48%

President/CEO 29%



Other 13%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Note: n = 89. Organizations that did not have staff dedicated exclusively to diversity were excluded from this analysis. Percentages may not total 100% because of rounding.

10

Does your organization have an internal group (e.g., diversity committee,
diversity council, diversity advisory board) that focuses on diversity in
your organization?

Yes 21%

No 79%

Note: n = 674.
11

Does your organization have an internal group (e.g., diversity committee,
diversity council, diversity advisory board) that focuses on diversity in
your organization?

Larger organizations (2,500 or more employees) are more likely than smaller organizations (fewer than 2,500 employees) to have an
internal group that focuses on diversity.

500 to 2,499 employees (23%)

Publicly owned for-profit organizations, government agencies and nonprofit organizations are more likely than privately owned
organizations to have an internal group that focuses on diversity.

Publicly owned for-profits (34%) Privately owned for-profits (10%) Publicly owned for-profits
Government agencies (30%) Government agencies > Privately owned for-profits
Nonprofit organizations (22%) Nonprofit organizations

Comparison by Operations Location
Multinational organizations are more likely than organizations with U.S.-only operations to have an internal group that focuses on
diversity.
Operations Location Differences Based on Operations Location
Multinational organizations (27%) U.S.-only operations (19%) Multinational organizations > U.S.-only operations

12

How does this internal group (e.g., diversity committee, diversity council,
diversity advisory board) focus on diversity in your organization?

This group is funded by the organization (n = 138) 89%

A senior executive, CEO and/or direct report is a member of 79%
this group (n = 137)

This group augments (e.g., directly influences) the business 72%
efforts within your organization (n = 138)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Note: Organizations that did not have an internal group that focuses on diversity were excluded from this analysis. Totals do not equal 100% because respondents were able to
select multiple response options.
13

How often did this internal group meet in calendar year 2010?

Once a month 39%

Quarterly 45%

Twice a year 9%

Once a year 4%

Other 3%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Note: n = 128. Organizations that did not have an internal group that focuses on diversity were excluded from this analysis.

14

Did your organization have a diversity training budget in fiscal year 2010?

Yes 16%

No 84%

Note: n = 674.
15

Did your organization have a diversity training budget in fiscal year 2010?

Larger organizations (2,500 or more employees) are more likely than smaller organizations (fewer than 2,500 employees) to have a
diversity training budget.

500 to 2,499 employees (19%)

Publicly owned for-profit organizations, government agencies and nonprofit organizations are more likely than privately owned
organizations to have a diversity training budget.

Publicly owned for-profits (28%) Privately owned for-profits (8%) Publicly owned for-profits
Government agencies (26%) Government agencies > Privately owned for-profits
Nonprofit organizations (17%) Nonprofit organizations

Multinational organizations are more likely than organizations with U.S.-only operations to have a diversity training budget.


16

In fiscal year 2010, was your diversity training budget a stand-alone budget
or part of the organization’s overall training budget?

Within the organization’s overall training budget 71%

Its own separate stand-alone budget 29%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Note: n = 107. Organizations without a diversity training budget in fiscal year 2010 were excluded from this analysis.

17

Did your organization’s fiscal year 2011 diversity training budget increase,
decrease or remain the same when compared with the fiscal year 2010
diversity training budget?

Increased in 2011 14%

Decreased in 2011 10%

Remained the same in 2011 75%

There is no budget in 2011 1%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Note: n = 92. Organizations without a diversity training budget in fiscal year 2010 were excluded from this analysis.

18

Does your organization have a formal (written) or an informal policy that
addresses sexual orientation discrimination in your workplace?

No, we do not
have a formal
(written) or
informal
policy, 36%
Yes, we have a
formal (written)
policy, 55%

Yes, we have an
informal
policy, 9%

Note: n = 654. “Not sure” responses were excluded from this analysis.
19

Does your organization have a formal (written) or an informal policy that
addresses sexual orientation discrimination in your workplace?

Larger organizations (2,500 or more employees) are more likely than smaller organizations (fewer than 2,500 employees) to have a
formal policy that addresses sexual orientation discrimination in the workplace.

500 to 2,499 employees (53%)

Multinational organizations are more likely than organizations with U.S.-only operations to have a formal policy that addresses sexual
orientation discrimination in the workplace.


20

Does your organization have a written policy that addresses gender
identity and/or gender expression?

Yes 21%

No 79%

Note: n = 626. “Not sure” responses were excluded from this analysis.
21

Demographics: Organization Industry

Industry Percentage
Manufacturing 19%
Professional, scientific and technical services 14%
Health care and social assistance 12%
Information 11%
Finance and insurance 8%
Public administration 8%
Educational services 7%
Retail trade 5%
Accommodation and food services 4%
Utilities 4%
Construction 3%
Transportation and warehousing 3%
Administrative and support and waste management and remediation 2%
services
Religious, grantmaking, civic, professional and similar organizations 2%

n = 674. Totals do not equal 100% due to multiple response options.
22

Demographics: Organization Industry (continued)

Industry Percentage
Wholesale trade 2%
Arts, entertainment and recreation 1%
Mining 1%
Real estate and rental and leasing 1%
Repair and maintenance 1%
Agriculture, forestry, fishing and hunting *
Management of companies and enterprises *
Personal and laundry services *
Other services, except public administration 9%

n = 674. Totals do not equal 100% due to multiple response options. * = less than 1%.
23

Demographics: Organization Sector

Privately owned for-profit organization 50%

Publicly owned for-profit organization 21%

Nonprofit organization 18%

Government sector 11%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

n = 642.
24

Demographics: Organization Staff Size

100%

90%

80%

70%

60%

50%

40%
33%
30%
23%
20% 20%
20%

10% 4%
0%
1 to 99 employees 100 to 499 employees 500 to 2,499 2,500 to 24,999 25,000 or more
employees employees employees

n = 674.

25

Demographics: Other

Does the organization have U.S.-based Is your organization a single-unit company or a
operations (business units) only or multi-unit company?
does it operate multinationally?
Multi-unit company: A company that 58%
U.S.-based operations only 74% has more than one location

Multinational operations 26% Single-unit company: A company in 42%
which the location and the company
n = 674.
are one and the same
n = 674.

Are HR policies and practices determined by
the multi-unit corporate headquarters, by each
work location or both?

Corporate (companywide) 73%

Business unit/division 16%
Facility/location 11%

n = 394.

26

SHRM Poll:
An Examination of Organizational Commitment to Diversity and Inclusion

Methodology

 Response rate = 13%

 Sample composed of 674 randomly selected HR professionals

 Margin of error is +/- 4%

 Survey fielded June 1-13, 2011

For more poll findings, visit: www.shrm.org/surveys
Follow us on Twitter: http://twitter.com/SHRM_Research

27

Diversityand inclusion2011

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