Is achieving employee diversity in the workplace actually a paradox?

Is achieving employee diversity in the workplace actually a paradox?

Talent-GroupDid you know that based on graduation rates from 2011-2012*, organizations would need to have 57% of their employees being female and 40% being of ethnicity other than white to be reflective of the future talent population in our companies? In a recent post titled “Are North America’s employee diversity ratios backward?” I referenced how the future talent pipeline of degree qualified graduates in the United States presents a real challenge to the diversity of most organizations in America. So, is the future pipeline of talent grossly misaligned with your expected diversity hiring goals?

One look at the decomposition of key fields of study shows that this level of objective diversity may actually be, for practical purposes, unattainable depending on the sector in which you participate. If you look at the table below, it will become very clear the size of the challenge facing companies across multiple sectors from health to engineering and why the traditional definitions of diversity are not going to be sufficient to achieve diversity goals. So – what options do employers have?

If you are interested to learn more then please join me on my upcoming webinar – Managing for Diversity – 3 key learnings on Sept 15 2014 – Click here to register



diversitychart*SOURCE: U.S. Department of Education, National Center for Education Statistics, Integrated Postsecondary Education Data System (IPEDS), Fall 2012, Completions component. (This table was prepared July 2013.)