We are excited to be on this journey together. Through our leadership and community membership Rio continues to be committed to increasing our diversity of thought and experience.
We are committed to making space for all to participate and be heard as we are moving forward and growing as a college. We recognize that different opinions are essential to building a strong community. We need you to be part of the conversation and stand with us in this work. Rio is your home, and you are part of our family. We listen, care for, support, and see you.
Your personal story is welcome, and we invite you to reach out to others and share your authentic self. Was this information helpful? Google is not alone in coming up short on diversity. Recruiting and hiring a diverse workforce has been a challenge for most major technology companies, including Facebook, Apple, and Yahoo now owned by Verizon ; all have reported gender and ethnic shortfalls in their workforces.
The Equal Employment Opportunity Commission EEOC has made available data comparing the participation of women and minorities in the high-technology sector with their participation in U. Whites also represent a much higher share of those in the executive category In addition, and perhaps not surprisingly, 80 percent of executives are men and only 20 percent are women.
This compares negatively with all other private-sector industries, in which 70 percent of executives are men and 30 percent women. Technology companies are generally not trying to hide the problem. Many have been publicly releasing diversity statistics since , and they have been vocal about their intentions to close diversity gaps.
Diversity and inclusion are positive steps for business organizations, and despite their sometimes slow pace, the majority are moving in the right direction. Communication, a core value of most successful businesses, becomes more effective with a diverse workforce. Performance improves for multiple reasons, not the least of which is that acknowledging diversity and respecting differences is the ethical thing to do.
Diversity need not be a financial drag on a company, measured as a cost of compliance with no return on the investment. The study results demonstrated a statistically significant relationship of better financial performance from companies with a more diverse leadership team, as indicated in Figure Companies in the top 25 percent in terms of gender diversity were 15 percent more likely to post financial returns above their industry median in the United States.
These results demonstrate a positive correlation between diversity and performance, rebutting any claim that affirmative action and other such programs are social engineering that constitutes a financial drag on earnings. In fact, the results reveal a negative correlation between performance and lack of diversity, with companies in the bottom 25 percent for gender and ethnicity or race proving to be statistically less likely to achieve above-average financial returns than the average companies.
Non-diverse companies were not leaders in performance indicators. Positive correlations do not equal causation, of course, and greater gender and ethnic diversity do not automatically translate into profit. Rather, as this chapter shows, they enhance creativity and decision-making, employee satisfaction, an ethical work environment, and customer goodwill, all of which, in turn, improve operations and boost performance.
Diversity is not a concept that matters only for the rank-and-file workforce; it makes a difference at all levels of an organization. Companies with a higher percentage of female executives tended to be more profitable. Achieving equal representation in employment based on demographic data is the ethical thing to do because it represents the essential American ideal of equal opportunity for all. It is a basic assumption of an egalitarian society that all have the same chance without being hindered by immutable characteristics.
However, there are also directly relevant business reasons to do it. More diverse companies perform better, as we saw earlier in this chapter, but why? The reasons are intriguing and complex. Diversity also improves customer experience and employee satisfaction. To achieve improved results, companies need to expand their definition of diversity beyond race and gender. For example, differences in age, experience, and country of residence may result in a more refined global mind-set and cultural fluency, which can help companies succeed in international business.
A salesperson may know the language of customers or potential customers from a specific region or country, for example, or a customer service representative may understand the norms of another culture.
Diverse product-development teams can grasp what a group of customers may want that is not currently being offered. We offer students, faculty, and staff a variety of educational opportunities and community-building programs designed to foster inclusion, learning, and well-being for all. Contact Us. We provide an array of services designed to improve the holistic well-being of the campus community by facilitating learning, dialogue, reflection and connection.
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