Diversity and inclusion is an issue that is top of mind for many recruiters and talent executives in our current climate, for a number of reasons.
The most critical one: the increasing body of evidence that indicates that diverse companies deliver superior nancial performance.
There’s a long way to go when it comes to achieving a diverse workforce. For example, less than a quarter or respondents work for companies with an even split of male and female executives.
And that’s an improvement compared to one of the most commonly cited measures of progress in diversity: the number of female CEOs in the Fortune 500. As of May 2018, that number stood at just 24—only 4.8% of the total list, and 25% lower than the all-time high of 32.2 And, as recently as March 2018, one study found that just three of the 500 largest public companies in the country had black CEOs.3
The question for talent executives, then, is clear: how do you build and retain a diverse senior talent pool to ensure that your business is successful both now and in the years ahead?
That is the focus of this two-part report. In part one, you will nd the results of our recent diversity survey, covering perceptions and attitudes towards corporate diversity from the $100K+ employee and candidate perspective, plus recommendations for how hiring managers and talent executives can use this data to help reach their diversity hiring and retention goals. In part two, we will share insights and advice from leading professionals, academics and notable companies in the space.
Chosen excerpts by Job Market Monitor. Read the whole story at The Ladders – 2018 Corporate Diversity and Inclusion Report