Media can only be downloaded from the desktop version of this website. Share Leave a comment Gender diversity in the workplace helps firms be more productive, according to a new study co-authored by an MIT researcher — but it may also reduce satisfaction among employees. The study, analyzing a large white-collar U.
By Cary Funk and Kim Parker Blacks and Hispanics are underrepresented in science, technology, engineering and math jobs, relative to their presence in the overall U.
Among STEM workers, blacks stand out for their concerns that there is too little attention paid to increasing racial and ethnic diversity at work, their high rates of experience with workplace discrimination and their beliefs that blacks are not usually met with fair treatment in hiring decisions or in opportunities for promotion and advancement where they work.
In this regard, blacks working in STEM jobs share common ground with Asians and, to a lesser degree, Hispanics who are all much less likely than whites in such jobs to believe that members of their own racial or ethnic group are usually treated fairly, particularly when it comes to opportunities for promotion and advancement.
Most blacks in STEM positions consider major underlying reasons for the underrepresentation of blacks and Hispanics in science, technology, engineering and math occupations to be limited access to quality education, discrimination in recruitment and promotions and a lack of encouragement to pursue these jobs from an early age.
A majority of Americans view racial and ethnic diversity in the workplace as important The American public not only places some level of importance on gender diversity in the workplace, but these views extend to racial and ethnic diversity, as well.
Broad public support for racial and ethnic diversity in the workplace is in keeping with prior surveys on values related to diversity, more generally. For example, a Pew Research Center report found that a majority of Americans believe an increasing number of people from different races, ethnic groups and nationalities in the U.
Blacks employed in STEM place a high level of importance on workplace diversity Majorities of white, black, Hispanic and Asian STEM employees view racial and ethnic diversity in the workplace as at least somewhat important, but there are wide racial and ethnic differences in the degree to which they consider it important.
On this measure, STEM workers look similar to those in other kinds of jobs. Blacks and Hispanics in non-STEM jobs, similarly, are more likely than are whites in such jobs to believe that racial and ethnic diversity at work is at least very important. Majorities of whites, Hispanics and Asians working in STEM think their workplace pays about the right amount of attention to increasing racial and ethnic diversity.
The reverse is true for Hispanics: Past studies have raised a number of possible reasons for this underrepresentation, including the need for racially and ethnically diverse mentors to attract more blacks and Hispanics to these jobs, limited access to advanced science coursesor socioeconomic factors that may disproportionally affect these communities.
A slight majority of STEM employees dismiss the idea that blacks and Hispanics are uninterested in these subjects: Blacks in STEM are far more likely than other racial or ethnic groups to attribute this underrepresentation to lack of access to a quality education or lack of encouragement at an early age to pursue these subjects.
Racial gaps on other items are far more modest. By about 20 percentage points, blacks in STEM are more likely than blacks in non-STEM jobs to think the lack of quality schooling and lack of encouragement to study these subjects are major reasons that blacks and Hispanics are not widely represented in STEM jobs.
Blacks in STEM jobs are particularly likely to say they have experienced workplace discrimination because of their race Overall, one-quarter of workers say that they have ever experienced any of eight forms of discrimination in the workplace due to their race or ethnicity.
See Appendix for more details. In this, black and Hispanic STEM workers tend to hold similar views with blacks and Hispanics working in other kinds of occupations.
STEM workers who say that their race or ethnicity has made it harder to succeed in their job were asked to elaborate on this judgment. Respondents gave examples of how their race leads to coworkers making assumptions about their competency or automatically associating them with negative stereotypes.
My race is seen first. It is believed that black people as a whole are lazy and unqualified which is totally the opposite. Sometimes I feel that people are threatened by me because they know I am capable, qualified and competent to do the job.
Relationships at work appear polite on surface but reluctant tendency in willing to share limited opportunities the same way, which I felt in a previous job where whites and males were overwhelmingly a majority.
I am one of the few women that has been in the computer field for 30 years, which has always been mostly men. People with the same skills and experience, but different ethnicities, have different opportunities. A person formally classed as a minority will get preference over a white Caucasian.
They are always looking over me to hire or promote minorities.
Among STEM workers, more say that whites are usually treated fairly in both the hiring and promotion processes in their own workplace than say the same for Asian Americans, Hispanics and blacks in each of these situations. There are sizable differences in perspective about this issue across racial and ethnic groups, however.
Similarly, there are wide differences in perceptions of fair treatment between Asians and whites working in STEM jobs, particularly in terms of advancement opportunities.
For details, see Appendix. In their own words: Black women need to be invited into the classroom to speak to students so that the students know that there are others out there that are blazing the trails for them and that can encourage them in their academic and career pursuits. Then continue to build on that by establishing STEM clubs and activities.
Most of all, make sure that any STEM student has the rigorous preparation that will be needed to get them accepted into college and able to handle the nature of the college level classes. Black men currently in the STEM industries must be visible to the younger generation in order to show the value of those skills and the career implications.
Also when people, especially children, see themselves reflected in the world around them they tend to pursue various opportunities in education and employment as they become adults.
Having a government that believes in science and technology and budgets monies sic to encourage growth and development in these fields. Schools can introduce students with Asian background to former successful students from the same ethnicity.
In this way, they have the role models and will be encouraged to believe in themselves. Not just numbers and theory on paper and lecture. Teachers need to be explicit about the need for more women in STEM jobs, and help girls feel that they have a reason to pursue these fields in spite of the somewhat intimidating gender breakdown of higher level classes.The NIH Scientific Workforce Diversity Interactive Toolkit.
The NIH Chief Officer for Scientific Workforce Diversity Dr. Hannah Valantine presented the NIH’s current approach and activities for inclusive excellence in the U.S.
scientific workforce. Jun 13, · ACD Working Group on Diversity in the Biomedical Research Workforce FINAL REPORT – DRAFT ii Acknowledgements Many individuals have contributed to the success of the WGDBRW and to the preparation of its.
Nursing Workforce Diversity (NWD) We support projects that increase nursing education opportunities for individuals who are from disadvantaged backgrounds, including racial and ethnic minorities that are underrepresented among registered nurses.
AGA expands workforce and research diversity work with NIH grant AGA is pleased to announce the funding of a new initiative, the AGA Forward Program: Fostering Opportunities Resulting in Workforce.
would need to triple (Working Group on Diversity in the Biomedical Research Workforce, , p. 22). 2 The Research Project (R01) grant is an award made to support a discrete, specified, circumscribed project to be performed by the. Diversity in the High-Tech Industry D iversity issues related to the high-tech industry can’t be missed in the news today.
Whether it is a story about pay inequity among men and women, or research showing that the industry workforce composition is largely homogeneous, the headlines are unavoidable.