Why Attracting and Retaining Diverse Talent is a Strategic Priority

  • American Progress reports that in nonprofits, 82% of employees are white, despite the fact that just 64% of the working-age population is non-Hispanic white.
  • As of 2014, of the Fortune 500 CEOs, just over 4% were people of color, and only 24 (4.8%) were women. As Silvie Woolf said, fewer CEOs are named David than are women.
  • Google reports that 3% of their employees are Hispanic and 2% are black.
  • Apple’s employees are 70% male.
  • LinkedIn has a global employee base that is 3% Hispanic and 1% black.

Diversity Roles Future-Proof Organizations

Diversity and the Bottom Line

  • Catalyst took a look at Fortune 500 companies with women on their board of directors and found that these companies had a higher return on equity by at least 53%, were superior in sales by at least 42%, and had a higher ROI, to the tune of 66%. Those are not small numbers.
  • McKinsey quarterly reported that between 2008 and 2010, companies with more diverse top teams were also top financial performers.
  • When 321 executives at large global enterprises ($500 million plus in annual revenues) were surveyed for the Fostering Innovation Through a Diverse Workforce study, diversity and inclusion were identified as the key driver of not only internal innovation, but also business growth.

The Course of Action is Clear

Where Do Diversity Officers Fit In?

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Center For Human Capital Innovation

Center For Human Capital Innovation

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CHCI believes that the skills, capabilities, and well-being of employees are the most integral parts of any organization’s path to long-term success.