Benchmarking Tool - Diversity Best Practices · · 2017-01-24New York Life Insurance Company Northern Trust ... The Diversity Best Practices Benchmarking Tool collected D&I data

Benchmarking Tool2016 EXECUTIVE SUMMARY

2Source: 2016 Diversity Best Practices Benchmarking Tool

Representation• Overall Workforce

• Top Earners

• Board of Directors

• Demographic Data

Hiring, Attrition & Promotions

• Hiring

• Attrition

• Promotion & Advancement

Recruitment, Retention & Advancement Programs

• Recruitment & Retention

• Diversity Task Forces

• Affinity Groups

• Mentoring , Career Counseling & Networking

• Succession Planning

• Management & Leadership Training

• Diversity Education

Company Culture• Management Accountability

• Internal & External Diversity Councils

• Diversity-related Benefits and Policies

• Employee Diversity Surveys

• Diversity Office

• Supplier Diversity

• Global Diversity Policies

Research Methodology33 organizations completed the 2016 benchmarking assessment.

Completed applications were collected online from April 11 to July 22, 2016.

Statistics highlighted in this report are aggregated from data provided by participating companies.

The application includes approximately 500 questions on the following topics:


Aetna Inc.

Ahold USA

Allstate Insurance Company

American Airlines

AT&T

Bank of the West

Baxter Healthcare Corporation

Blue Cross and Blue Shield of North Carolina

Blue Cross Blue Shield of Michigan

Boehringer Ingelheim USA Corporation

Brown-Forman Corporation

Cigna

CSAA Insurance Group

Duke Energy Corporation

Eli Lilly and Company

Express Scripts

Horizon BCBSNJ

JLL

KPMG

ManpowerGroup

Merck & Co., Inc.

New York Life Insurance Company

Northern Trust

Northrop Grumman Corporation

Pacific Gas & Electric Company

Procter & Gamble

Proskauer Rose LLP

Sodexo, Inc.

Spectrum Health System

The Estee Lauder Companies, Inc.

The Federal Reserve Bank of Cleveland

United Technologies Corporation

Verizon

Participants


• Consumer Products (including Cosmetics, Food and Beverages)

• Financial Services

• Hospitality

• Hospitals/Health Care

• Insurance

• Legal

• Manufacturing

• Pharmaceutical

• Professional Services, Management Consulting, Accounting

• Retail and Apparel

• Science, Technology, Engineering, Aerospace

• Telecommunications

• Transportation Services

• Utilities

The Diversity Best Practices Benchmarking Tool collected D&I data representing more than 1.2 million employees across 14 industries

at more than 53,000 worksites nationwide.

Industries

Industry Breakouts

5

Among the 2016 DBP Benchmarking Companies, 73% offer active a task force or committee for women (compared with only 49% the previous year); 61% have a committee for women of color (up from just 27%); and 73% have one for LGBTQ employees (up from 33%).

At the 2016 DBP Benchmarking Companies, 79% host events for LGBTQ employees, while 67% offer professional associations for LGBTQ employees (up from 46% and 33%, respectively, the previous year).

Offerings for people with disabilities increased substantially this year, with 73% of 2016 DBP Benchmarking Companies reporting they have specific recruitment initiatives (up from 49%), 70% offering a task force or committee (up from 33%), 67% posting job opportunities on career websites geared towards this group (up from 42%) and 64% hosting events (up from 36%).

At 42% of 2016 DBP Benchmarking Companies, managers are rated on employee satisfaction in regards to diversity issues, as measured in employee surveys.

More than half (55%) of all 2016 DBP Benchmarking Companies track whether their suppliers are owned by LGBTQ people, while 76% track whether such businesses are owned by women of color.

Source: 2016 Diversity Best Practices Benchmarking Tool

Summary of 2016 Findings

6

Representationat the 2016 DBP Benchmarking Companies


Snapshot of DBP Benchmarking Companies

Gender by Race/Ethnicity

Women of Color Employees

18%

Men of Color

Employees

18%

White Female

Employees

28%

White Male

Employees

36%Female Employees

46%

Male Employees

54%


Representation by Race/Ethnicity

White64%

Black16%

Latino11%

Asian/ Pacific Islander

7%

American Indian/Alaskan Native

0.4%

Multiracial1.5%


Representation by Gender & Race/Ethnicity

0%

100%

White Latina/Latino Black American Indian/Alaskan Native

Multiracial employees

Asian/ Pacific Islander

28%

36%

0.8% 0.7%0.2% 0.2%7%9%6%5% 3% 4%

MALE EMPLOYEES AT DBP BENCHMARKING

COMPANIES

FEMALE EMPLOYEES AT DBP BENCHMARKING

COMPANIES


Representation by Job Level: White Employees

0% 100%

21%

66%

34%

38%

30%

50%

28%

36%

26%

35%

Corporate Executives

Managers

Senior Managers

Non-Manager

Total Employees

WHITE MALE EMPLOYEES

WHITE FEMALE EMPLOYEES


Representation by Job Level: Black Employees

0% 100%

BLACK MALE EMPLOYEES

BLACK FEMALE EMPLOYEES6%

9%

7%

10%

8%


Managers

Senior Managers

Non-Manager

Total Employees

1%

4%

2%

2%

2%


Representation by Job Level: Latino Employees

0% 100%


Managers

Senior Managers

Non-Manager

Total Employees

1%

2%

LATINO EMPLOYEES

LATINA EMPLOYEES

4%

3%

3%

5%

6%

6%

7%

2%


Representation by Job Level: Asian/Pacific Islander Employees

0% 100%

ASIAN/PACIFIC ISLANDER MALE EMPLOYEES

ASIAN/PACIFIC ISLANDER FEMALE EMPLOYEES

1%

5%

6%

3%

3%

4%

4%

4%

4%

4%


Managers

Senior Managers

Non-Manager

Total Employees


Representation by Job Level: American Indian/Alaskan Native Employees

0% 100%

AMERICAN INDIAN/ALASKAN NATIVE MALE EMPLOYEES

AMERICAN INDIAN/ALASKAN NATIVE FEMALE EMPLOYEES

0%

0.1%

0.1%

0.1%

0.2%

0.2%

0.2%

0.2%

0.2%

0.3%


Managers

Senior Managers

Non-Manager

Total Employees


Representation by Job Level: Multiracial Employees

0% 100%

MULTIRACIAL MALE EMPLOYEES

MULTIRACIAL FEMALE EMPLOYEES

0.1%

0.3%

0.5%

0.6%

0.3%

0.4%

0.8%

0.7%

0.9%

0.8%


Managers

Senior Managers

Non-Manager

Total Employees


Top 20% of Earners by Gender & Race/Ethnicity

25% 49%

White

Black

Latino

8%

Asian/Pacific Islander

35% 65%

All Top 20% Earners

American Indian/Alaskan Native

Multiracial

MALE EMPLOYEESFEMALE EMPLOYEES

4%

4%

0.3%

0.6%

4%

4%

2%

0.1%

0.4%


Board of Directors Membership

28% 18% 18% 36%

23% 4% 14% 59%

Women of Color

Men of Color

White Women

White Men

Composition of Total Workforce at DBP Benchmarking Companies

Composition of Board of Directors Members in 2015

18

28% 18% 18% 36%

34% 13% 16% 37%


Promotions to Manager, Senior Manager or Corporate Executive

Women of Color

Men of Color

White Women

White Men

Composition of Total Workforce at DBP Benchmarking Companies

Percentage of Management Promotions Going to Each Group in 2015

Recruitment, Retention and Advancement Programsat the 2016 DBP Benchmarking Companies

19

20

Which of the following do you offer specifically for women?

Source: 2012 & 2016 Diversity Best Practices Benchmarking Tool

% of DBP Benchmarking

Companies that offer

Hosting events for women

Connections with women’s civic or school organizations such as

sororities or professional groups

Professional associations for women

Active task force or committee for women

Post job opportunities on career websites geared toward women

Specific recruitment initiatives for women

Social media strategies focused on women

100%2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

85%

82%

82%

73%

70%

70%

61%

76%

49%

49%

73%

64%

51%

39%

21

Which of the following do you offer specifically for women of color?



100%2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

73%

70%

61%

61%

58%

58%

55%

79%

27%

58%

58%

39%

61%

21%

Professional associations for women of color

Connections with women of color’s civic or school

organizations such as sororities or professional groups

Hosting events for women of color

Active task force or committee for women of color

Post job opportunities on career websites geared toward

women of color

Specific recruitment initiatives for women of color, not

including outside recruiters

Social media strategies focused on women of color


22

Which of the following do you offer specifically for men of color?



100%2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

70%

61%

58%

55%

49%

49%

49%

49%

55%

24%

64%

58%

24%

21%

Connections with men of color’s civic or school organizations

such as fraternities or professional groups

Professional associations for men of color

Specific recruitment initiatives for men of color, not including

outside recruiters


men of color

Hosting events for men of color

Active task force or committee for men of color

Social media strategies focused on men of color


23

Which of the following do you offer specifically for LGBTQ employees?



100%2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

79%

73%

67%

64%

61%

61%

49%

36%

58%

21%

46%

33%

52%

42%

Hosting events for LGBTQ employees

Active task force or committee for LGBTQ employees

Professional associations for LGBTQ employees

Connections with LGBTQ civic or school organizations such as sororities/fraternities or

professional groups

Specific recruitment initiatives for LGBTQ candidates, not


Social media strategies focused on LGBTQ employees

Posting job opportunities on career websites


24

Which of the following do you offer specifically for age/generational groups?



100%2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

76%

64%

58%

52%

49%

39%

39%

36%

46%

46%

58%

36%

49%

33%

Host events specifically for age/generational groups

Active task force or committee for age/generational groups

Social media strategies focused on age/generational groups

Specific recruitment initiatives for age/generational groups, not


Connections with age/generational groups’ civic or school

organizations such as sororities/fraternities or professional groups

Post job opportunities on career websites geared toward age/

generational groups

Professional associations for age/generational groups


25

Which of the following do you offer specifically for people with disabilities?



100%2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

79%

73%

70%

67%

64%

61%

52%

49%

42%

27%

49%

33%

36%

18%

Connections with people with disabilities’ civic or school

organizations such as sororities or professional groups

Specific recruitment initiatives targeting people with

disabilities, not including outside recruiters

Active task force or committee for people with disabilities


people with disabilities

Hosting events for people with disabilities

Professional associations for people with disabilities

Social media strategies focused on people with disabilities


26

97% of DBP Benchmarking Companies fund their employee resource/affinity groups, up from 95% last year.

Does your company offer employee resource/affinity groups for any of the following?


100%



LGBTQ

People of color

Women

Veterans

Age/generational groups

People with disabilities

Working parents

Special interest groups

Caregivers of children or adults with special needs

Job level/career specialty

Women of color

Men of color

20162012

97%67%

20162012

73%61%

20162012

30%6%

20162012

91%73%

20162012

36%15%

20162012

20162012

15%

15%

12%

12%

20162012

91%70%

20162012

67%39%

20162012

18%18%

20162012

88%49%

20162012

36%33%

27Data for employee groups reflects only those companies that offer the program. Source: 2016 Diversity Best Practices Benchmarking Tool

70% of DBP Benchmarking Companies offer formal mentoring, up from 55% last year.

Mentoring

100%



Women

People of color

Job level/career specialty/leadership goals

Veterans

Women of color

LGBTQ

Men of color



46%

15%

15%

18%

21%

24%

24%

27%

42%

Do you offer mentoring programs specifically targeted toward the following groups?

28Data for employee groups reflects only those companies that offer the program. Source: 2016 Diversity Best Practices Benchmarking Tool

48% of DBP Benchmarking Companies offer a sponsorship program, up from 32% last year.

Sponsorship

100%



Women

People of color

Job level or leadership goals

Men of color

Women of color

Veterans

LGBTQ



39%

12%

12%

15%

15%

18%

18%

30%

33%

Do you offer sponsorship programs specifically targeted toward the following groups?

29

Succession planning refers to a process of systematically and deliberately preparing for future changes of leadership in key positions. The process may involve identifying potential replacements and/or providing strategies for developing or hiring individuals to meet future needs.


88% of DBP Benchmarking Companies have formal executive succession planning, up from 82% last year. Among employees considered

for succession in 2015, 52% were white men.

Succession Planning

Representation of employees included in executive succession planning:

Women of Color

8%

Men of Color

12%

White Women

28%

White Men

52%Female

Employees

36%

Male Employees

64%

30

Manager Trainingat the 2016 DBP Benchmarking Companies

31

What types of manager training do you offer?



100%2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

2016

2012

85%

79%

67%

64%

61%

55%

46%

30%

58%

39%

36%

52%

N/A

55%

33%

33%

Microinequities (such as unconscious bias)

Generational diversity

Bias in talent process

Sexual orientation diversity

Crosscultural issues

Gender differences in communication/

leadership styles

Racial/ethnic communication/leadership styles

Globalization



97% train managers on how to give feedback

73% train employees on how to receive manager feedback

73% train employees on how to take actionable steps based on manager feedback

58% train employees on how to give peer-to-peer feedback

58% train employees on how to take actionable steps based on peer-to-peer feedback

Training on Giving and Receiving Feedback

33

Manager Accountabilityat the 2016 DBP Benchmarking Companies


42% Employee satisfaction in regards to diversity issues as measured in employee surveys

39% Involvement in diversity & inclusion initiatives, either within the company or the community

39% Participation in diversity & inclusion activities

36% Participation in diversity & inclusion learning development

30% Hiring

30% Developing diverse high-potential employees

27% Retention

27% Diverse candidate slates/interview teams

18% Number of women of color advancing for whom they have managerial responsibility

15% Number of men of color advancing for whom they have managerial responsibility

12% Feedback on a 360-degree type process in regards to diversity issues

9% Numbers of other diverse employees advancing for whom they have managerial responsibility

30% of DBP Benchmarking Companies have formal compensation policies to reward managers on their diversity results, while 64% have performance appraisal

objectives that include managing diversity issues.

Formal Compensation Policies

Which of the following are managers rated on?

35

Company Cultureat the 2016 DBP Benchmarking Companies


Employee Surveys on Diversity Issues

100%

Conducts employee opinion surveys on diversity issues

Uses results of survey to make improvements in policies and programs

Conducts surveys on diversity issues at least

once a year

82%

58%

79%

More than half of the DBP Benchmarking Companies conduct employee surveys on diversity issues at least annually.



Companies that selected

100%

DBP Benchmarking Companies that conduct employee opinion surveys on diversity issues used their most recent surveys to accomplish the following objectives:

Employee Surveys on Diversity Issues

Understand the company culture regarding diversity

Evaluate effectiveness of diversity programs

Obtain input from women and employees of color

Understand issues of importance to women and employees of color by race or ethnicity specifically

Make decisions about diversity programs

Make the business case for diversity programs

Obtain input from employees who are veterans

Obtain input from employees with disabilities

Obtain input from LGBTQ employees

Obtain input from White men as diversity allies

82%

52%

58%

36%

36%

58%

39%

52%

36%

27%


91% of DBP Benchmarking Companies have a formal supplier diversity program. On average, however, only 12% of total procurement was spent with businesses included

in formal supplier diversity programs.

Supplier Diversity Program

Business owned by:Percentage of DBP

Benchmarking Companies that responded “YES”

Women 79%

Women of color 76%

Men of color 71%

Veteran 68%

LGBTQ 55%

The following are the types of businesses included in the supplier diversity tracking:

39

Diversity Officeat the 2016 DBP Benchmarking Companies


Reporting Structure: Diversity Executive

0%

50%

What is the title of your top Diversity & Inclusion Executive?

Diversity Director

9%

VP or SVP, Human

Resources

12%

VP or SVP, Diversity &

Inclusion

21%

Chief Diversity Officer/

Executive

45%

Chief Human Resources

Officer

3%

VP, SVP, or EVP, Corporate

Social Responsibility

6%




0%

70%

To whom does your diversity executive

report?

Corporate Social Responsibility

Officer

0%

President or other C-suite executive(other than CHRO

or CEO)

9%

CEO

21%

HR VP, SVP or Chief Human

Resources Officer

64%

Other

3%

42Base: Those companies that did not select “CEO” for ”To whom does your diversity executive report?”Source: 2016 Diversity Best Practices Benchmarking Tool


0%

100%

One report away

Two reports away

Three or more reports away

If your diversity executive does not report to the CEO, then how many reports is he/she away from the CEO?

42%30%

3%

Among those companies in which the diversity executive does not report directly to the CEO, the diversity executive is:


Salary Base: Diversity & Inclusion Executive

85% of DBP Benchmarking Companies report that their diversity and inclusion executives are eligible for bonuses.

100%0%

$250,000 or more

$200,000–$249,999

$150,000–$199,999

$100,001–$149,999

$100,000 or less

Base salary ranges for Diversity & Inclusion executives:

42%

9%

6%

15%


CEO Commitment

How has your CEO demonstrated a commitment to Diversity & Inclusion?


Companies that selected

100%

88%Makes CEO diversity statement available on corporate website and in other corporate materials

67%Embeds diversity & inclusion into the business growth strategy

42%Includes an update on diversity during annual updates with employees

85%Meets regularly with diversity executive to review diversity goals and performance

61%Oversees and/or reviews metrics on supplier diversity

39%Chairs or oversees Diversity Council

85%Provides annual update on diversity to board of directors

61%Holds leadership teams accountable for advancing D&I

39%Requires direct reports to report to him/her on D&I metrics

70%Requires diversity executive to report back to him/her on diversity metrics

42%Sets enterprise-wide D&I objectives

30%Oversees or approves management compensation plans that are tied to diversity

45Base: Those companies that answered the question “what changes have been made to the diversity budget in the past year?”Source: 2015 & 2016 Diversity Best Practices Benchmarking Tool

18% of DBP Benchmarking Companies saw Diversity & Inclusion budgets shrink in the past year versus only 8% a year ago

Diversity Budget

47% 45% 8%

39% 39% 18% 3%N/A

Stayed the sameIncreased Decreased

Changes to Diversity Budget in past year (2015)

Changes to Diversity Budget in past year (2016)


Diversity Councils

88%of DBP Benchmarking

Companies have an Internal Diversity Council

CDO/Diversity Executive

16 companies

Who oversees the Diversity Council?

CEO

12 companies

HR Executive

1 company

9%of DBP Benchmarking

Companies have an External Diversity Council

External community

member

2 companies

CEO

1 company

Who oversees the Diversity Council?

47

Global Diversityat the 2016 DBP Benchmarking Companies


Global Diversity Issues

64% of DBP Benchmarking Companies are global organizations.

43% of the operations at these companies are outside the United States.


61% of DBP Benchmarking Companies have an individual who is responsible for global diversity issues.


Please indicate which of the following fall under the responsibilities of this individual:


Companies

100%

45%

55%

Program implementation

Global strategy and policy development

33%Communications

27%Diverse talent management and retention

42%Domestic strategy and policy development

33%Employee engagement

15%Ethics compliance

42%Assessment and measurement

33%Leadership coaching and development

21%Corporate social responsibility (CSR)

36%Corporate culture

30%Diverse talent acquisition and recruitment

12%Multicultural marketing



Companies

100%

Inability to record racial/ethnic differences

Regional differences

Understanding and utilizing cultural differences/styles of doing business

Gender disparities

Lack of concern for LGBTQ issues

Differences in socioeconomic levels

Lack of concern for people with disabilities

Differences in faith

36%

36%

9%

36%

21%

6%

0%

0%

Please indicate your top 3 concerns for aligning U.S. and global diversity management:


Source: 2015 Diversity Best Practices Benchmarking Tool 51


Companies

100%


What are your company’s top three global Diversity & Inclusion priorities?

45%

45%

Creating an inclusive environment

Improving pipeline and advancement

21%Improving racial/ethnic diversity demographics

9%Demonstrating D&I impact on business results

33%Improving gender diversity

12%Creating cultural competency

9%Increasing awareness of disability issues

Creating awareness of LGBTQ issues

39%Recruiting/retaining talent

12%Expanding ERG membership and engagement

9%Increasing awareness of issues related to veterans

Internal branding

30%Talent development

9%Building stronger accountability for employees at all levels around achieving D&I objectives

6%

3%

3%

3%

Growing diverse customer marketplace

Creating awareness of differences relating to people with disabilities

52

Want to take an even deeper data dive? Order a DBP Custom Assessment today!

DBP Custom Assessments are turnkey presentations that show specifically where your company leads or lags in all areas impacting its diversity & inclusion efforts.

To learn more about DBP Custom Assessments, contact your account representative or Kristen Willoughby, Senior Manager, Editorial & Research Initiatives, at [email protected].

DBP Custom Assessments

53

About Diversity Best Practices

Diversity Best Practices is the preeminent membership organization for diversity thought leaders to share best practices and develop innovative solutions for culture change. Through research, benchmarking, publications and events, Diversity Best Practices offers members information and strategies on how to create, implement, grow and measure first-in-class diversity programs.

Diversity Best Practices’ services help companies clarify opportunities and implications of their current diversity strategy, identify and enhance critical diversity leadership competencies, create and implement a system-wide focus on diversity and inclusion and gain the executive-level support needed to ensure the company remains successful.

Diversity Best Practices’ team includes an impressive group of relationship managers, researchers, senior practitioners, consultants, council members and committees from a wide range of cultural backgrounds and professional experiences. Our research-based benchmarking content builds the knowledge and offers the tools needed to provide diversity solutions that meet the unique needs of our member companies.

In today’s information-driven economy, diversity leaders need access to the most relevant knowledge available to execute successful diversity initiatives. Diversity Best Practices provides that knowledge.

Visit diversitybestpractices.com for more information.

54

Deborah Tsai Munster Executive Director [email protected] (212) 219–7435

Carol Watson Sr. Director, Global Member Engagement [email protected] (212) 219–7438

Jennifer London Content Director [email protected] (212) 219–7451

Lindsey Clark Member Research Analyst [email protected] (212) 219–7434

DBP BENCHMARKING TEAM

Jennifer Owens Director [email protected] (212) 219–7457

Krista Carothers Senior Research Editor [email protected] (347) 751–3112

Kristen Willoughby Senior Manager, Editorial & Research Initiatives [email protected] (347) 759–1602

Aviva Rosner Custom Insights Analyst [email protected] (212) 779–5034

Visit our website: www.diversitybestpractices.com

Contact Diversity Best Practices

Benchmarking Tool - Diversity Best Practices · · 2017-01-24New York Life Insurance Company Northern Trust ... The Diversity Best Practices Benchmarking Tool collected D&I data

Documents