Study: Business Case for Diversity with Inclusion (Business Case for Inclusion and Engagement, Robinson, Pfeffer, Buccigrossi, 2003)
Finding: Even in workplaces where the intentions are genuine, some people find obstacles to their full engagement based not on issues of qualification and performance, but rather on the visible and invisible group memberships they represent.
Note about The Woman Effect Research Index: This study was performed by researchers not affiliated with InPower Women. Our Research Index includes all relevant research to the subject of women, business and power. We do not influence how the research was conducted or reported by the researchers. In our abstracts, we focus on pulling out the most actionable advice for individual women. To suggest additional research we should index, or discuss our choice of abstract focus, please contact us
InPower Insight: Women and “minorities” desires have changed little over the last decade. They want to be engaged and valued in their workplace.
Summary:
This study explored what non-white male employees want to keep them engaged and it documents the changing demographics and growing diversity of American society. Regarding diversity, the trend away from a dominantly white population is increasing:
The study found that as a part of emerging markets, more women are starting their own businesses. It showed that women who initially gain management experience in mid to large sized companies often choose to leave corporate America and start their own businesses citing four major reasons for their departures:
- lack of flexibility (51%),
- the existence of the glass ceiling (29%),
- unhappiness in the work environment (28%), and
- feeling unchallenged (22%).
A very small percentage (5%) of those surveyed were laid off and only 3% were sexually harassed.
Career Coaching Tip: If you’re feeling unengaged in your work, you’re not alone. If you’re a leader, recognize that unengaged employees of any demographic will cost you when they turnover – in both intangible and tangible ways and that appreciating diverse approaches and ways of being is a key to continuing to engage your employees.
