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Diversity, Inclusion & Intersectionality Report - by Culture Amp




In 2015, Culture Amp and Paradigm developed the Diversity and Inclusion Survey. It was an open-source collaboration designed to be the gold standard for measuring the employee experience across seven factors of diversity and inclusion. This tool contributes to the current D&I landscape by being the first to help organizations collect, understand, and act on employee feedback across many intersections of social identities (Gender Identity, Race/Ethnicity, Sexual Orientation, Disability, Family, Socioeconomic Status, Veteran Status, and Age).


To date, over a hundred companies in North America, Asia, and Europe have gathered diversity and inclusion feedback through the Culture Amp platform. While technology companies were the first to sign up, organizations from a wide-range of industries have participated, spanning real estate, healthcare, finance, advertising, and more. We're delighted to share some of our updated findings as our contribution to the diversity and inclusion movement.


The full 2018 Diversity, Inclusion & Intersectionality Report is available here.


A preview of our key insights:


01

The future is intersectional

Data collected from workplaces mirrors the demographic shift we’re seeing in the United States. Typically underrepresented populations are proportionately making up more of the workforce. “Diversity” is becoming the norm as underrepresented people solidify their position as integral members of the workforce.


02

The employee experience is not equal

Our experience at work is influenced by demographic traits. In aggregate, those from underrepresented backgrounds experience company culture less positively than employees in a majority group; the disparity is compounded for employees in multiple minority groups (e.g. gender, race, sexual orientation).


03

Inclusion and belonging matter most

Factors relating to belonging, communication, and decision making are found to be strong drivers of employee engagement. A feeling of belonging at a company, (i.e. "I feel like I belong at my company") has the strongest relationship to engagement.


04

Why and how these findings impact your business

Four separate meta-analyses covering hundreds of individual studies demonstrate how workers will underperform relative to their abilities if they are burdened by negative stereotypes.


The full 2018 Diversity, Inclusion & Intersectionality Report is available here.