Equity, Diversity, and Inclusion Resources for the STEM Workforce
Source: Google Images
The Power of a Shared Language for Advancing Racial Equity
Core Definitions and Distinctions. The Race Matters Institute offers the following distinctions for your consideration.
Diversity refers to the wide array of differences among people and their perspectives on the world. Diversity is an important organizational goal in its own right, but it may or may not be linked to the issue of equity. A diverse workplace is not necessarily an equitable workplace. Nor does the presence of people who are diverse necessarily produce decision-making that optimizes results for the groups their diversity reflects.
Inclusion is reflected in the ability of diverse peoples to raise their perspectives authentically, and for those voices to matter and impact decisions, where the organizational culture has been enabled for that to happen. Inclusion promises a broader view of the world and a more democratic process of decision-making. Inclusion is an important organizational process goal, but it does not on its own guarantee equity in an organization’s mission-critical results.
Equity refers to achieved results where advantages and disadvantages are not distributed on the basis of race and ethnicity. Strategies that produce equity must be targeted to address the unequal needs, conditions, and positions of people and communities that are created by institutional and structural barriers. Equity requires a set of informed policies and practices, intentionally designed to promote opportunity and rectify disparities, as well as informed people positioned to implement them effectively.
Barriers to the STEM Workforce
Barriers in entering the STEM workforce
One potential barrier for those wishing to enter the STEM workforce is the generally higher level of educational attainment required for such positions. Among college-educated workers, one-in-three (33%) majored in a STEM field. But only about half (52%) of those with college training in a STEM field are currently employed in a STEM job.
Read the full report by the Pew Research Center, Diversity in the STEM workforce varies widely across jobs.
Pew Research Center
Explore this article about diversity and discrimination in the workplace:
Women, persons with disabilities, and underrepresented minority groups such as African Americans, Hispanics or Latinos, and American Indians or Alaska Natives—are underrepresented in science and engineering. That is, their representation in Science & Engineering education and Science & Engineering employment is smaller than their representation in the U.S. population.
Read the full report here: Women, Minorities, and Persons with Disabilities in Science & Engineering
The Changing Workforce
As the workforce continues to change, employers will ensure the success of their organizations if they are able to harness the talents and creativity of the fast-growing Hispanic demographic and use it as a catalyst to power American competitiveness for decades to come.
- By 2060, the workforce participation rate will decline to nearly 60 percent; that decline is largely due to the number of Baby Boomers retiring.
- Hispanics currently make up 16 percent of the overall U.S. labor market and will account for one out of every two new workers entering the workforce by 2025 and 66,000 are turning 18 every month.
The Changing U.S. Workforce: The Growing Hispanic Demographic and the Workplace A Research Report by the Society for Human Resource Management and the Congressional Hispanic Caucus Institute
STEM Workforce Data
National Science Foundation - National Science Board
Science and Engineering Indicators
Skilled Technical Workforce Report
Use the link below to read the latest report from the NATIONAL SCIENCE BOARD and find out how expanding the diversity and inclusivity of science and engineering is vital to the future of science & engineering in this country.
Women in the Science and Engineering Workforce
Women make up over 34% of all scientists (engineers excluded), although representation varies across the broad fields. Women account for approximately 48% and 59% of life scientists and social scientists, respectively, and nearly 30% of physical scientists and computer and mathematical scientists. Notably, while 59% of social scientists are female, occupations within social sciences varied widely: women accounted for 21% of economists and 69% of psychologists. About 16% of engineers are women, ranging from about 7% of mechanical engineers to 25% of chemical engineers.
Michigan's Labor Market News
Diversity, Inclusion, and Equity Tools
The Racial Equity Tools website is for organizations that seek to transform their policies, procedures, practices, culture, and relationships to be racially equitable and inclusive. Some resources describe stages of organizations' experience through this long-term process; others provide tools to use in working toward this goal. Please use the link below to explore equity tools designed to assist organizations in making work processes more diverse, inclusive and equitable, and to create organizational cultures that are viable and sustainable within a world of changing demographics and consistent racial disparities.
Racial Equity Organizational Assessment
How is your organization doing in its work to advance racial equity? Are you taking the steps that are usually needed to achieve the equitable results you and your constituencies want?
This assessment will take less than 5 minutes of your time!
The Diversity & Inclusion Committee for the Public Relations Society of America is devoted to building consciousness by increasing visibility of D&I standards, resources and best practices for racial, ethnic, religious, sexual orientation and gender differences, as well as diverse skill sets, mindsets and cultures at all levels of the organization.
Why Diversity Matters
McKinsey has been examining diversity in the workplace for several years. In their 2015 article, Diversity Matters, McKinsey examined proprietary data sets for 366 public companies across a range of industries in Canada, Latin America, the United Kingdom, and the United States. In this research, they looked at metrics such as financial results and the composition of top management and boards. The findings were clear:
- Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians.
- Companies in the top quartile for gender diversity are 15 percent more likely to have financial returns above their respective national industry medians (exhibit).
Their latest report shows not only that the business case remains robust but also that the relationship between diversity on executive teams and the likelihood of financial outperformance has strengthened over time.
In the latest report from McKinsey, Diversity wins: How inclusion matters, McKinsey reinforces the business case around diversity, inclusion, and equity.
Diversity Drives Innovation
American Sustainable Business Council: Support An Inclusive Economy
Center for Talent and Innovation: Disabilities and Inclusion
Center for Talent and Innovation: Out in the World Securing the LGBTQ Rights in the Global Marketplace
Journal of Science Education for Students with Disabilities: Fostering an Inclusive STEM Workforce
Local and Regional Government Alliance on Race & Equity: Racial Equity - Getting to Results
National Association of Colleges and Employers: The Benefits of Creating an Inclusive Work Culture
National Business & Disability Council: An Employer Resource for Disability Employment Best Practices
STEMConnector: Black & African Americans in STEM
USDN Urban Sustainability Directors Network: Equity, Diversity, and Inclusion in Recruitment, Hiring and Retention
U.S. Equal Employment Opportunity Commission: Best Practices for Employers and Human Resources
U.S. News and World Report: Building a Latino Wave in STEM
Workplace Diversity Through Recruitment: A Step-By-Step Guide
STEM + Diversity = Greater Technology Innovation
Podcast: Tom Longstaff and Grace Lewis discuss how the inclusion of minorities and women in science, technology, engineering, and math (STEM) careers can promote a nation’s progress by increasing its ability to innovate.
SEI Cyber Talks
"Every day, we strive to get the full value of our diversity through inclusion – fostering an environment where P&G people can be at their best, full and authentic selves in the workplace. We’ve seen time and again that when P&G employees bring their best, full authentic selves to work it leads to superior innovation and helps us better communicate what our brands stand for."
P&G Chief Diversity and Inclusion Officer and Senior VP, Human Resources
"At Gordon Food Service, our goal is to develop a community of leaders and employees alike that organically and enthusiastically influence with their D&I lens firmly in place."
Sr. Manager, North American Human Resources
Congratulations to Allied Mechanical Services for winning the National Diversity Excellence Award!
Allied Mechanical Services wins the National Diversity Excellence Award from the Associated Builders and Contractors, April 20, 2020. You can read the full article published in the Grand Rapids Journal here.