www.harrisinteractive.com ©2006, harris interactive inc. all rights reserved. careerbuilder / kelly...

www.harrisinteractive.com

©2006, Harris Interactive Inc. All rights reserved.

CareerBuilder / Kelly Services Discrimination Study

June 2007

2

Table of Contents

Page

Objectives and Methodology 2

Executive Summary 5

Total Workforce 31

Diverse Workers 51

Non-Diverse Workers 59

Ethnic Workers (African American, Asian and Hispanic workers) 63

Female Workers 76

Workers with Disabilities 91

Age 50+ Workers 102

GLBT Workers 113

Demographics 125

3

Objectives and Methodology

4


OBJECTIVES

Primary objective of this research is to assess how diverse workers are treated in the workplace.

METHODOLOGY

Harris Interactive sent out invitations to a random selection of diverse and non-diverse workers to participate in the study.

The interviews took place via the Internet using targeted sample from the Harris Interactive multimillion member online panel.

Each respondent was sent a unique password and ID to ensure that the survey was only completed once.

Reminder invitations were sent to those who had not completed the study within the first few days of field start.

The survey was approximately 15 minutes in length.

5


METHODOLOGY, continued

Harris Interactive interviewed 953 workers. Our goal was to attain at least n=150 workers per target group of interest. The sample sizes below contain overlap since some respondents qualified for more than one group of interest. We achieved the following:– Protected ethnicities: (n=461)

» African American workers: (n=155)

» Asian workers: (n=156)

» Hispanic workers: (n=150)

– Age (50+): (n=306)

– Female workers: (n=436)

– Disabled workers: (n=150)

– GLBT workers: (n=155)

– Non-diverse workers (Caucasian males, not GLBT, not disabled, under 50): (n=127)

The data for this research are weighted so that each diverse group is representative of itself. Also, please note that the “total workforce” data has been additionally weighted to reflect the proportion of each diverse group’s to the total workforce.

6

Executive Summary

7

Executive Summary, continued

OVERALL IMPRESSIONS

Members of diverse and non-diverse groups alike, feel there is at least some discriminating behavior in their workplace.– With almost a quarter of diverse workers and non-diverse workers having personally

experienced some degree of discrimination based on their background at some point during their career, as well as witnessing a co-workers mistreatment.

– Disabled workers report experiencing discrimination or being sensitive to another’s mistreatment, most often.

There are some diverse group workers who feel there is a disadvantage in hiring as well as lack of advancement opportunities for them based on their diverse nature.– More than half (59%) of the Disabled workers we interviewed feel their disability puts

them at a distinct disadvantage when in hiring situations or in trying to advance their career.

– By comparison, Asian workers are more likely than other diverse groups to cite their diverse nature is better in hiring (19%) situations.

8


OVERALL IMPRESSIONS, continued

A third of all diverse workers feel they must worker harder than their co-workers without diverse backgrounds in order to gain the respect of their senior management.

Small percentages (average 11%) of Diverse workers, with the exception of disabled workers (27%), also feel their backgrounds have resulted in them being fired from their job at some point during their career.

Not surprisingly, Non-diverse workers are least likely to feel discriminated against, witness a co-workers discrimination or feel a general sense of discrimination in their workplace.– However, a quarter of this group does feel their non-diverse background leaves them

with fewer opportunities to advance their career.

9


OVERALL IMPRESSIONS

African American Workers

Asian Workers

Hispanic Workers

Age 50+ Workers

Disabled Workers

Female Workers

GLBT Workers

Non-Diverse Workers

Experienced Discrimination % Yes 30 21 29 21 44 25 28 15

Witness Co-Workers Discrimination % Yes 31 26 29 21 36 23 28 14

% Disadvantage 46 26 31 35 59 33 41

% Advantage 16 19 18 5 5 11 7

Advancement Opportunities % Fewer 32 33 2625 (age 50-61)

52 24 30 24

Has to Work Harder Due to Diverse Background % Agree 52 30 34 28 51 33 47

Ever Been Fired Due to Diverse Background % Yes 10 8 12 12 27 12 14

Perceived Hiring Advantages/Disadvantages Based on Diverse/Non-Diverse Background

10

Executive Summary

TOTAL WORKFORCE

2 out of 5 (40%) workers believe their workplace:– Mirrors the national demographics with regard to ethnicity, age, presence of disability,

gender and sexual orientation.

» GLBT workers are most likely to believe their workplace mirrors the national statistics (57%) while Asian workers are least likely to agree (27%).

– Has an absence of diverse workers in their management structure.

» African American (51%) and GLBT and Asian workers (both 48%) are most likely to agree to this statement.

22% of all workers feel they’ve been discriminated against (based on the presence or absence of a diverse background) at some point during their career.– Nearly half of all disabled workers (44%) are likely to feel this way – higher than any

other diverse subgroup.

– About 1 in 6 non-diverse workers feel they’ve been discriminated against – not surprisingly, significantly lower than any of the diverse groups.

11


TOTAL WORKFORCE

Among those experiencing discrimination, most (49%) report it as being “moderate.”– Among those reporting “severe” discrimination, Asian and Hispanic workers report the

highest levels (26%) – followed by African American (22%), Workers age 50+ (16%) and disabled workers (11%).

– The bulk of the discrimination being experienced is occurring “occasionally”.

» GLBT workers report the highest levels of “regular” discrimination (60%) while just over 2 out of 5 disabled workers report being discriminated against “always/often.”

» Common discriminating behaviors include: not receiving credit for work performed (53%), not having concerns addressed or taken seriously (46%), being overlooked for promotions (34%), ideas or input generally ignored (33%) and co-workers talking behind their backs (29%).

» Only 27% of those who made a claim felt it was taken seriously.

• While the vast majority (73%) report the offender was not held accountable, and 9% aren’t sure of the outcome.

12


TOTAL WORKFORCE

Among those not reporting the discrimination they experienced, top reasons for not reporting include: 64% didn’t think it would make a difference and a third (35%) thought they would be labeled a “trouble-maker.”– Nearly one third feared they could lose their job if they reported their experiences.

When asked why those being discriminated against would stay with their current employer, most cited not being able to afford to quit (64%).– Not being able to find a comparable position (38%), or more than likely would receive

same type of treatment somewhere else (39%), were also motivating factors.

Only a small percentage, 6%, ever took legal action against an employer for discrimination incurred.

When we asked all workers if they had ever witnessed an incident of a co-worker’s discrimination, 23% reported “yes.”– 36% of disabled workers report having witnessed an incident of a co-worker’s

discrimination – significantly higher than any other group.

13


TOTAL WORKFORCE

Among those who have witnessed someone else’s discrimination (21%), 39% reported it to someone – which is lower than those reporting their own experiences (47%).– Only 1 in 10 reported it to someone in HR, while 26% reported it to their direct

supervisor.

– Half felt their reporting of the incident was taken seriously, with just under a third (32%) of the offenders having been held accountable for their actions.

» One quarter (24%) of those reporting incidents say they’re not sure whether the person was held accountable or not.

– For those not reporting what they perceived as discrimination – prevailing themes were: not thinking it would make a difference (47%) or being afraid of being “pegged a trouble-maker” (36%).

When we asked all workers whether in the future if they saw someone else being treated unfairly/discriminated against would they say something?– 50% agreed they would - with disabled (64%), workers age 50+ (58%) and GLBT

(56%) workers being the most likely to step forward on someone else’s behalf.

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TOTAL WORKFORCE

When we asked all workers who at work, if anyone, was the primary instigator of discrimination against those with diverse backgrounds…– 54% of non-diverse workers said they didn’t perceive any discrimination or unfair

treatment in their workplace vs. 48% of diverse workers.

» Diverse workers who felt a general sense of discrimination felt it was instigated fairly equally between co-workers (22%), direct supervisors (18%)and senior management (18%).

» Non-diverse workers felt it could stem from co-workers (18%) and senior management (21%), but less likely from their direct supervisors (11%).

15


DIVERSE WORKERS

Nearly three-quarters of all diverse workers at least somewhat agree that they have to work harder to gain the respect of senior management compared to their non-diverse peers – with 15% of them strongly agreeing.– African American, disabled and GLBT workers are most likely to agree – (52%, 51% and

47% strongly agree/agree, respectively).

While over half of all diverse workers don’t think the diverse nature of their background has an effect in hiring situations, 59% of all disabled workers feel it works against them.– Compared to other diverse workers, ethnic workers are nearly twice as likely as others to

say their diversity helps in hiring situations.

1 in 10 diverse workers claim they’ve ever been fired from a job based on their diverse nature.– Disabled workers are twice as likely (27%) to have felt this type of discrimination at some

point during their career.

Only 24% of diverse workers claim their company has diversity programs in place.– African American and GLBT workers report the highest instances of this.

16


DIVERSE WORKERS

Among those with diversity programs, most diverse groups feel the programs have a positive impact on the work culture at the place of their employment – particularly among GLBT workers (62%).– Participation in diversity programs is enjoyed by less than half (44%).

» Disabled and African American workers are the most likely (46%) to participate.

When we asked all diverse workers (regardless of whether their company has a diversity program or not) what their companies could do to improve the work culture for diverse employees, the most common answer was “nothing” (48%).– For those who thought there was something their company could do, sensitivity

training was the most prevalent answer (31%), followed by having a diversity specialist in HR and cultural activities (18%).

17


NON-DIVERSE WORKERS

52% of those with a non-diverse background claim that diverse workers do get some form of preferential treatment at least occasionally.

1 in 10 claim they are paid less than diverse co-workers which is twice as high as the 4% who claim they think they are paid more than their diverse colleagues.

Generally, non-diverse workers feel they have the same career advancement opportunities as their diverse counterparts, however, almost a quarter feel they have less of an edge where career advancement is concerned.– And 7% feel they have more opportunities than their diverse co-workers.

18


ETHNIC WORKERS

The majority of ethnic workers feel they are receiving the same pay as their co-workers of similar experience and skill set who do not share their ethnicity. However:– Roughly a quarter of African-American, Asian and Hispanic workers do feel they are

being paid less (25%,19%,22%).

– When asked to think of their pay in terms of its relation to Caucasian workers, a third of African-American workers felt they were being paid less – while levels for Asians (23%) and Hispanics (22%) were roughly the same.

Approximately 6 out of 10 ethnic workers feel they have the same career advancement opportunities as co-workers not of their race.– However, nearly 32% of African Americans feel they have less opportunities than their

Caucasian counterparts.

Asian workers report the highest levels of satisfaction (76%) with their career progress in general, compared to two-thirds of Hispanic and 55% of African American workers.

19


ETHNIC WORKERS

Most ethnic workers cite having a Caucasian supervisor.– Aside from that, almost one third (28%, 27%) of African American and Asian workers

claim their supervisor is of their same race – higher than Hispanic workers (16%)

The majority of ethnic workers feel they are being treated equally by their supervisor compared to their co-workers.– However, approximately 1 in 6 do believe their supervisor gives preferential treatment

to their co-workers of other races.

Twelve percent of ethnic workers claim they have received a lower performance review based on their diverse nature.– This percent was consistent across ethnic groups

Nearly twice as many ethnic workers claim they have been overlooked for projects that would have provided them with more experience or increased exposure within their company (18%).

20


ETHNIC WORKERS

8 out of 10 ethnic workers say they are treated equally to others not of their race by their co-workers.– However roughly 1 in 6 African American and Asian workers feel their co-workers not

of their race are treated more favorably.

While most ethnic workers believe they are being treated equally by senior management, 22% of African American, 20% of Asian and 15% of Hispanic workers feel others not of their individual races are being treated better.

Fourteen percent of ethnic workers reporting having been addressed by racial slurs in their workplace.– However, over twice as many have been subjected to racist comments or racial slurs

in their presence.

» Hispanic workers were most likely to cite both occurrences (15% addressed vs. 37% in their presence); and

» African Americans were nearly three times as likely to be present (34%) for discriminatory language than be overtly addressed (11%) by it.

21


FEMALE WORKERS

Almost half of female workers report receiving the same pay as their male co-workers who have the same types of experience and skills.– Only 5% cite being paid higher/much higher than their male counterparts.

While half (49%) of females claim they have the same career advancement opportunities as their male co-workers, almost a quarter express having fewer opportunities.

38% of female workers are not satisfied with their career progress, overall.

Female workers who have a direct supervisor are just as likely to say their boss is male (49%) or female (46%).

About three-quarters (70%) of female workers report getting the same treatment as their male colleagues from their supervisor.– However, 17% report that their male co-workers are getting preferential treatment.

22


FEMALE WORKERS

Almost one in ten female workers report having received a lower performance review some time in their career based on their gender.

Twelve percent claim they have been overlooked for projects that would have increased their visibility within the company or provided them with more experience.

65% of female workers say they get the same type of treatment from their co-workers as their male colleagues.– Nine percent, however feel males do get some form of preferential treatment from their

peers.

Roughly half (52%) of female workers say that senior management treats them equally to males.– Twenty percent say that senior management treats men more favorably.

23


FEMALE WORKERS 17% of female employees say they have experienced some form of sexual

harassment during their career and they were nearly equally likely to have experienced it by a peer or supervisor.– Two out of five of those experiencing some form of sexual harassment actually

reported it to someone – and were more likely to report the incident to their supervisor than to someone in senior management.» Only 1 in 10 actually reported it to someone in HR.

– 72% of those reporting the incident felt their claims were taken seriously.» 45% report immediate action was taken while over a quarter had to wait for some

type of resolution.– Of those who did report the offense and knew the outcome, 55% said their offender

was held accountable – surprisingly, 18% said they were not sure whether their offender was made to be accountable.

– And among those who experienced and reported allegations of sexual harassment, no one ever took legal action against their employer.» The vast majority (83%) thought it wouldn’t have made a difference anyway while

17% feared they would have lost their job.

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DISABLED WORKERS

Half of disabled workers report receiving equal pay as their co-workers with the same types of experience and skills that do not have a disability.– 27% report not having co-workers with the same skill set or experience.

Twenty percent of disabled workers say they have the same career advancement opportunities than their co-workers.

Over half (57%) of disabled workers are satisfied with their career progress, in general.

Almost half (44%) of disabled workers cite receiving the same treatment from their supervisor as their colleagues without disabilities.– However, 4% report that their disability affords them preferential treatment from their

supervisor.

25


DISABLED WORKERS

While the majority of disabled workers (51%) report not having received a lower performance review some time in their career based on their disability – 35% feel they have received this form of discrimination.

About two out of five feel they have been overlooked for projects that would have afforded them added experience or company exposure.

A majority of disabled workers say they get the same type of treatment from their co-workers as their non-disabled counterparts.– Only 2% thinks their disability provides them with preferential treatment from their

peers.

41% of disabled workers feel they are being treated less favorably than their non-disabled co-workers.– 42 percent believe senior management treats them no differently than their other

colleagues.

26


DISABLED WORKERS One in four disabled employees report their company does not provide accessible

facilities that would assist them in performing their responsibilities.

And 29% also state that their company does not give enough accommodations or necessities to perform their responsibilities.

27


WORKERS AGE 50+

Approximately half (46%) of Workers age 50-61 feel their pay is comparable to their younger co-workers.– Female workers age 50-61 are almost as likely to report being paid either lower/much

lower (26%) as they are to being paid higher/much higher (30%).– Male workers age 50-61 are twice as likely to report being paid higher/much higher (25%)

than being paid lower/much lower (12%) than their younger colleagues.

Among the Workers age 50-61, the majority (51%) feels their advancement potential is the same as their younger co-workers.– However, male workers age 50-61 are almost twice as likely as female workers age 50-61

to cite that they have fewer opportunities.

In general, the majority of Workers age 50-61 are satisfied with their career progress (65%).

– This still leaves roughly a third who have not been as satisfied with the way their career has progressed.

Regardless of gender, a large proportion of Workers age 50-61 say their direct supervisors are younger than they are.– However, males are 3.5 times more likely to have a younger supervisor than an older one.

28

WORKERS AGE 50+

For the most part, Workers age 50-61 receive the same type of treatment from their supervisor as their younger peers.

Most Workers age 50-61, regardless of gender, have not received a lower performance review based on a perceived age bias.– However, 13% of male and 6% of female Workers age 50-61 feel their age may have

contributed to a lower performance evaluation at some point during their career.

The vast majority of Workers age 50-61, regardless of gender, say they get the same type of treatment from their co-workers as their younger peers.– A small percentage believes their age provides them with some favoritism compared

to their younger counterparts – and men are more likely (9%) to think so than women (4%).

Most Workers age 50-61 feel senior management treats them similar to their younger colleagues.– Male Workers age 50-61, again, are more likely (14%) than females (8%) to cite that

younger colleagues are getting an advantage from senior management.


29


WORKERS AGE 50+ One in three Workers age 50-61 are feeling that their responsibilities are being

taken away as they approach retirement, and a quarter feel that they are getting pressure to retire early.

30


GLBT WORKERS

While the majority of GLBT workers report that they’re receiving the same pay as their hetero counterparts (74%), more GLBT males (17%) than females (5%) feel their pay is lower based on their sexual orientation.

Among GLBT workers, roughly three-quarters (65%) feel their advancement potential is the same as their hetero colleagues.– No GLBT workers feel they have any advantage over hetero co-workers with regard to

career advancement opportunities and almost one third (30%) feel they are at a distinct disadvantage.

About half of GLBT workers are satisfied with their career progress. More GLBT males (65%) than females (35%) are satisfied with the progress of their career, in general.

A third of GLBT males and 48% of GLBT females have shared their sexual orientation with their co-workers.– For those not sharing, females are more concerned than males that people will treat them

differently – while males are more worried that their career progress could be in jeopardy if they disclosed.

– Two thirds of GLBT workers who shared their sexual orientation feel it has not made a difference in how they are treated at work

31


GLBT WORKERS

About 1 in 10 GLBT workers aren’t sure if other employees of the company know of their sexual orientation, while almost half say that it is common knowledge.

83% of male and 76% of female GLBT workers claim they receive the same type of treatment from their supervisor as their hetero peers.

Roughly one out of seven GLBT workers cite having received a lower performance evaluation at some point in their career based on their sexual orientation.

Three quarters of GLBT workers do not feel they’ve been consistently overlooked for projects that would give them greater experience or exposure because of their sexual orientation.

91% of GLBT workers, regardless of gender, say they get the same type of treatment from their co-workers as their hetero colleagues.– However, 9% do think that hetero co-workers are getting some form of preferential treatment from

other co-workers.

GLBT males are three times as likely (15%) as females (5%) to report feeling senior management is more favorable to hetero colleagues.– Nearly all female GLBT workers (95%) say they are treated no differently from their hetero

counterparts by senior management.

32

Total Workforce

33 Q505: Do you believe your workplace mirrors national demographics?Base: All Qualified Workers (n=953); African American (n=155); Hispanic (n=150); Asian (n=156); Disabled (n=150); GLBT (n=155); Workers age 50+(n=389); Female (n=436); Non-Diverse (n=127)

Workplace Mirroring National Demographics

43% 42%39% 38%

36%32%

27%

57%

GLBT Workersage 50+

Female Hispanic AfricanAmerican

Non-Diverse

Disabled Asian

No46%

Yes40%

Not sure14%

Overall Workforce % Yes by Subgroup

• 2 out of 5 workers feel their workplace mirrors national demographics.• GLBT workers are the most likely and Asian workers are the least likely to feel their workplace fits the national

average.

34 Q510: Do you believe there is an absence of diverse workers in management at your workplace?Base: All Qualified Workers (n=953); African American (n=155); Hispanic (n=150); Asian (n=156); Disabled (n=150); GLBT (n=155); Workers age 50+(n=306); Female (n=436); Non-Diverse (n=127)

Absence of Diverse Workers in Management at Workplace

51%48% 48% 47%

44%39% 39% 38%

AfricanAmerican

Asian GLBT Disabled FemaleHispanic Non-Diverse

Age 50+

No52%

Yes40%

Not sure9%

Overall % Yes by Subgroup

• Half of all workers feel there is an absence of diverse workers in management where they work.• African American, Asian and GLBT workers are most likely to say there is an absence of diverse workers in

management.

35 Q515: Have you ever felt discriminated against or treated unfairly in your workplace based on your/because you do not have a diverse background as defined earlier?Base: All Qualified Workers (n=953); African American (n=155); Hispanic (n=150); Asian (n=156); Disabled (n=150); GLBT (n=155); Workers age 50+(n=306); Female (n=436); Non-Diverse (n=127)

Felt Discrimination Based on Diverse/Non-Diverse Background

44%

30% 29% 28%25%

21% 21%

15%

Disabled AfricanAmerican

Hispanic GLBT Female Asian Age 50+ Non-Diverse

No78%

Yes22%


• A little over 1 in 5 total workers feel they’ve been discriminated against based on their background.• Disabled workers, by far, are the most likely to indicate feeling they’ve been discriminated against at work.• Not surprisingly, non-diverse workers are least likely to indicate being discriminated against.

36

22% 26% 26%16% 11% 14% 13%

54% 50%42% 69%

63% 61%72%

21% 22%29%

14%25% 23%

15%2% 1% 3% 2%

AfricanAmerican

Asian Hispanic Age 50+ Disabled Female GLBT

Severe Moderate Mild No effect

Extent or Severity of Discrimination

Q520: How would you describe the extent or severity of the discrimination or unfair treatment you have experienced in your workplace based on your diverse/non-diverse background as defined earlier?Base: All Qualified Workers Experiencing Discrimination (n=232); African American (n=45); Hispanic (n=44); Asian (n=33); Disabled (n=60); GLBT (n=43); Workers age 50+(n=98); Female (n=115)

• Most workers who have experienced discrimination in the workplace state that it was “moderate.”• Though, over one quarter of Asian and Hispanic workers who report feeling discriminated against, describe it as

“severe” – higher than any other diverse group.

37

How Often Workers Experience Discrimination

Q525: How often do you feel you experience discrimination or are treated unfairly in your workplace based on your diverse/non-diverse background as defined above?Base: All Qualified Workers Experiencing Discrimination (n=232); African American (n=45); Hispanic (n=44); Asian (n=33); Disabled (n=60); GLBT (n=43); Workers age 50+(n=98); Female (n=115)

29% 24% 29% 35%43%

31%22%

34%

20%18%

14%

17%26%

60%

34%

44%31%

46%38%

34%

17%2%

12%21%

5% 9%2%

AfricanAmerican


Always/Often Not as often, but regularly Occasionally Never

• Disabled workers have the highest level of discrimination occurring “always/often.”• By comparison, GLBT workers feel they are discriminated against “regularly.”

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Ways Diverse Workers Were Discriminated Against*

Q530: In what ways did you feel you were discriminated against or treated unfairly in your workplace because of your/you do not have a diverse background as defined earlier?Base: Diverse Workers Who Felt Discriminated Against (n=197); *Non-Diverse Workers sample size too low to analyze (n=16)

48%

42%

33%

32%

32%

31%

30%

27%

22%

20%

19%

18%

29%

Not given credit for work

Concerns are not addressed or taken seriously

Overlooked for a promotion

Co-workers were talking behind my back

Co-workers said derogatory comments to me or in front of me

Ideas or input are generally ignored

Not assigned projects that will help me gain more visibility

Not given the same training as other workers

Workload is much heavier than others

Didn’t receive a raise or bonus

Was excluded from office activities or work events outside the office

Schedule is inflexible or can’t get time off

Other

• Common ways diverse workers were discriminated against include not being given credit for work and their concerns are not addressed or taken seriously.

• Notably, more than one-third say they’re discrimination was in the form of being overlooked for a promotion.

39

Diverse Workers Reporting Discrimination Personally Experienced*

Q535: Did you report the discrimination or unfair treatment you feel you experienced to your direct supervisor, HR or other authority within your workplace?Base: Diverse Workers Who Felt Discriminated Against (n=195); * Non-Diverse workers sample size too small to analyze

31%

25%

19%

50%

Yes, I reported it to mydirect supervisor

Yes, I reported it to HRYes, I reported it tosomeone in senior

management

No

• The majority of diverse workers experiencing discrimination say they’ve never reported it.• Among those who have reported it, direct supervisors were confided in most often.

50% Net Yes

40

Report of Discrimination Taken Seriously

Q540: Did you feel the authority figure in your workplace to whom you reported the incident(s) took the allegation(s) of discrimination or unfair treatment seriously?Base: Diverse Workers Who Reported the Incident of Discrimination (n=85)

Not sure5%

Yes, action was eventually

taken27%

Yes, immediate action was

taken3%

No, the issue was not

addressed65%

• Only 30% of diverse workers felt their claims of discrimination were taken seriously.• And among those, 1 in 10 said the something was done immediately.

30%

41

Offender Held Accountable

Q545: Was the offender held accountable?Base: Diverse Workers Who Reported the Incident of Discrimination (n=85)

Not sure7%

Yes, they were fired2%

Yes, they were written up or reprimanded

18%

No73%

• 7 percent of diverse workers having reported incidents of discrimination are not sure whether or not the offender was ever held accountable.

• The vast majority report that the offender was not punished for their behavior.

42

64%

35%

32%

7%

15%

I didn't think it would makea difference

I was afraid I would bepegged as a trouble-maker

I was afraid I would lose myjob

There was no one higherup to report the

discrimination to

Other

Reason(s) For Not Reporting Incident

Q550: Why didn’t you report the incident?Base: Diverse Workers Who Didn’t Report the Incident of Discrimination (n=112)

• The majority of diverse workers who did not report their incidents of discrimination did not do so because they felt it just wouldn’t have made a difference.

• Over one-third did not want to be branded a trouble-maker; and• 1 in 3 felt they may lose their job if they reported the incident(s).

43

65%

37%

31%

29%

25%

16%

18%

Financially can't afford to quit

Can't find a comparable position

I'll most likely encounter discrimination or unfairtreatment at another company

This job offers better pay and benefits than othercompanies

Invested too much to get my current position

Keep thinking things will get better

Other

Factors Motivating Discriminating Workers to Stay With Employer

Q555: Since you feel you have experienced discrimination or been treated unfairly in your workplace because of your diverse/non-diverse background as defined earlier, what factors are motivating you to stay with your current employer?Base: Workers Having Felt Discrimination (n=213)

• Those who have experienced discrimination say they stay with their current employer mostly because they cannot financially afford to quit.

• More than one-third feel they wouldn’t be able to get a comparable job somewhere else; and• If they got a new job, they feel they would experience the same type of discrimination there too.

44

Took Legal Action Against Employer For Discrimination

No95%

Yes5%

Q560: Have you ever taken legal action against your employer for what you considered to be discrimination against you or unfair treatment based on your diverse/non-diverse background as defined earlier?Base: Workers Having Felt Discrimination (n=213); African American (n=43); Hispanic (n=37); Asian (n=31); Disabled (n=58); GLBT (n=43); Workers age 50+(n=66); Female (n=104); Non-Diverse (n=18)

3% 3%

12%

1%

7%

3% 3%

AfricanAmerican



• Only 5% of diverse workers who feel they’ve been discriminated against have taken legal action toward their employer.

• Hispanic workers were the most likely to have taken legal action compared to other diverse groups.

45

Witnessed Discrimination of Co-Worker(s)

Yes21%No

79%

Q565: Have you ever witnessed what you perceived as discrimination against or unfair treatment of one of your co-workers based on their diverse background as defined earlier?Base: All Qualified Workers (n=953) African American (n=155); Hispanic (n=150); Asian (n=156); Disabled (n=150); GLBT (n=155); Workers age 50+(n=306); Female (n=436); Non-Diverse (n=127)

31%26%

29%

21%

36%

23%28%

14%

AfricanAmerican

Asian HispanicAge 50+Disabled Female GLBT Non-Diverse

Overall% Yes by Subgroup

• 1 in 5 total workers claim they’ve witnessed a co-worker being discriminated against at their workplace.• Compared to other diverse groups, disabled workers are the most likely to cite having witnessed a co-workers

discrimination.

46

26%

9%

6%

61%


Yes, I reported it to HR

Yes, I reported it tosomeone in senior

management

No

Reporting Discrimination of Co-Workers Witnessed

Q570: Did you report the allegation(s) of discrimination or unfair treatment of your co-worker to your direct supervisor, HR or other authority within your workplace?Base: Workers Witnessing Co-Workers Discrimination (n=239)

39% Net Yes

• Among those witnessing a co-workers discrimination, 26% have reported the behavior to their direct supervisor.• Only 9% have reported the incident to someone in HR.

47

Report of Discrimination Taken Seriously

Q575: Did you feel the authority figure in your workplace to whom you reported the incident(s) took the allegation(s) of discrimination or unfair treatment seriously?Base: Workers Who Reported Allegations of Co-workers Discrimination (n=93)

Not sure6%

Yes, action was eventually

taken39%

Yes, immediate action was

taken12%

No, the issue was not

addressed43%

• Half of those who have reported a co-workers discrimination felt their concerns were taken seriously.• Only a little over 1 in 10 got achieved immediate response.

51%

48


Q580: Was the offender held accountable?Base: Workers Who Reported the Allegations of Discrimination (n=93)

Not sure24%

No44%

Yes, they were written up or reprimanded

23%

Yes, they were fired9%

• Almost, one quarter of those reporting the incident(s) aren’t sure whether or not the offender was held accountable; and

• One third, were held accountable with 1 in 10 knowing the individual was fired as a result.

32%

49

47%

36%

16%

12%

24%

I didn't think it wouldmake a difference

I was afraid I would be-pegged as a trouble

maker

I was afraid I would losemy job

There was no onehigher up to report the

discrimination to

Other

Reason(s) For Not Reporting Incident Involving Co-Worker

Q585: Why didn’t you report the incident involving your co-worker?Base: Workers Who Did Not Report Allegations of a Co-workers Discrimination (n=146)

• Most of those who did not report allegations of a co-workers discrimination did not think it would make a difference.• Over one-third also cite they were afraid to be labeled a “trouble-maker.”

50

Reporting Discrimination in the Future

Yes50%

No50%

Q590: If you ever encountered/in the future you encounter an incident where you felt that your co-worker was being discriminated against or treated unfairly at work because of their diverse background as defined earlier, would you report it to HR?Base: All Qualified Workers (n=953); African American (n=155); Hispanic (n=150); Asian (n=156); Disabled (n=150); GLBT (n=155); Workers age 50+(n=306); Female (n=436); Non-Diverse (n=127)

42% 44%

53%58%

64%

53%56%

45%

AfricanAmerican

Asian HispanicAge 50+Disabled Female GLBT Non-Diverse


• In the future, only half of all workers claim that they would report incidents of a co-worker’s discrimination.• Disabled workers and Workers age 50+ are the most likely to step forward on someone else’s behalf.

51

Who Primarily Instigates Perceived Discrimination

Q595: Who do you feel primarily instigates the perceived discrimination or unfair treatment of those with diverse backgrounds in your workplace?Base: All Qualified Workers (n=953); Diverse Workers (n=825); Non-Diverse Workers (n=127)

22%

18%

18%

8%

1%

12%

48%

18%

11%

21%

9%

4%

8%

54%

Co-workers

Direct supervisor

Senior management

Customers

Vendors

No one in particular

I don't perceive anydiscrimination

Diverse workers

Non-Diverse workers

• Among diverse workers who perceive discrimination in their workplace, in general, feel it’s being instigated by co-workers, direct supervisors and senior management alike.

• Non-diverse workers who feel a sense of discrimination in the workplace feel it stems from senior management and co-workers and less so by their direct supervisors.

52

Diverse Workers

53Q600: Please select to what extent you agree with the following statement. Base: All Diverse Workers (n=780); African American (n=155); Hispanic (n=150); Asian (n=156); Disabled (n=150); GLBT (n=155); Workers age 50+(n=306); Female (n=436)

Somewhat agree/disagree

, 37%

Strongly agree, 15%

Strongly disagree, 11%

Disagree, 18%

Agree, 19%

Diverse workers like myself have to work harder to gain the respect of senior management compared to my peers.

15% 18% 19%31%

19%32%

16%9%

20%

14%

16%

24%

15%

28%

AfricanAmerican


Agree Strongly agree

Overall Diverse Workers % Strongly Agree/Agree by Subgroup

• 34% of diverse workers feel they have to work harder than their peers in order to gain respect of senior management.• African American, Disabled and GLBT workers are the most likely to feel this way.

54

Diversity Affecting Hiring

Q605: Do you feel the diversity of your background influences whether someone will hire you?Base: All Diverse Workers (n=780); African American (n=155); Hispanic (n=150); Asian (n=156); Disabled (n=150); GLBT (n=155); Workers age 50+(n=306); Female (n=436)

16% 19% 18%5% 5% 11% 7%

46%26% 31%

35%

59%33% 41%

39%

55% 51%59%

36%

56% 53%

African American Asian Hispanic Age 50+ Disabled Female GLBT

Yes, it works in my favor Yes, it works against me No

• Over half of all disabled workers feel their disability works against them in hiring situations.• Compared to other workers, Hispanic, Asian and African American workers are the most likely to feel their ethnic

background has worked in their favor.

55

Fired Based on Diverse Background

Yes10%

No90%

Q610: Have you ever been fired for what you believe is based on your diverse background as defined earlier?Base: All Diverse Workers (n=780); African American (n=155); Hispanic (n=150); Asian (n=156); Disabled (n=150); GLBT (n=155); Workers age 50+(n=306); Female (n=436)

10%8%

12% 12%

27%

12%14%

AfricanAmerican


Overall Diverse Workers % Yes by Subgroup

• 1 in 10 diverse workers perceive they’ve been fired from previous jobs due to their diverse background.• Over a quarter of disabled workers believe they’ve been fired due to their disability – almost twice as high as any

other diverse group.

56

Diverse Program in Company

No27%

Yes24%

Not sure44%

Q615: Does your company have a diversity program?Base: All Diverse Workers (n=780); African American (n=155); Hispanic (n=150); Asian (n=156); Disabled (n=150); GLBT (n=155); Workers age 50+(n=306); Female (n=436)

33%

28%

23%

28% 29%

18%

30%

AfricanAmerican


Overall Diverse Workers % Yes by Subgroup

• Nearly half of all diverse workers are unaware whether or not their company has diversity programs in place.• Roughly a third of African American, disabled, GLBT and Workers age 50+ report that their companies have diversity

programs.

57

Diversity Program Having Impact on Work Culture

Q620: Does your company’s diversity program have an impact on work culture?Base: Diverse Workers Whose Companies Have Diversity Program (n=266); African American (n=56); Hispanic (n=45); Asian (n=47); Disabled (n=51); GLBT (n=61); Workers age 50+(n=144); Female (n=130)

• With the exception of Hispanic workers, more diverse workers feel diversity programs create a positive impact on work culture – which resonates most among Asian and GLBT workers.

48%58%

32%

51%59%

53%62%

1%

3%

11%

12%7%

6%

0%

52%39%

57%

37% 34%42% 38%

AfricanAmerican


No, it has no impact

Yes, it has a negative impact

Yes, it has a positive impact

58

Participation in Company’s Diversity Programs

Yes44%

No56%

Q625: Do you participate in any of your company’s diversity programs?Base: Diverse Workers Whose Companies Have Diversity Program (n=258); African American (n=56); Hispanic (n=45); Asian (n=47); Disabled (n=51); GLBT (n=61); Workers age 50+(n=111); Female (n=130)

46%

37%

25%

42%

46%

34%

42%

AfricanAmerican


% Yes by Subgroup

• Among those whose companies have diversity programs, less than half of diverse workers (44%) have participated in them.

• However, Disabled and African American workers are the most likely (3 out of 5); and• Hispanic workers are the least likely (25%) to have participated.

Overall Diverse Workers With Diversity Programs

59

31%

19%

18%

15%

7%

8%

48%

Sensitivity training

Diversity specialist on the HRteam

Cultural activities

Initiate mentoring programs

Diversity Clubs/Aff inity groups

Other

Nothing

How Company Can Improve Work Culture for Diverse Workers

Q630: What would you like to see your company do to improve the work culture for diverse workers?Base: All Diverse Workers (n=780)

• 48% of diverse workers think there is nothing their company can do to improve the work culture for them.• Among those who did think there was something their company could do, sensitivity training received the most

mentions.• Having a diversity specialist on the HR team and cultural activities followed by mentoring programs received notable

mentions, as well.

60

Non-Diverse Workers

61Q650: Do you feel those workers with a diverse background (as defined above) are given preferential treatment in your company?Base: All Non-Diverse Workers (n=105)

Occasionally, 39%

Constantly, 7%

Never, 48%

Frequently, 7%

Diverse Workers Given Preferential Treatment

• More than half of workers with non-diverse backgrounds feel that those with diverse backgrounds do get preferential treatment at their company at least some of the time.

52%

62

Pay Comparison To Diverse Workers

Q655: Do you feel you are paid less than workers of a diverse background (as defined earlier)?Base: All Non-Diverse Workers (n=105)

No, I'm paid the same84%

Yes11%

No, I'm paid more4%

• The vast majority of non-diverse workers feel their pay is comparable or better than those with diverse backgrounds.• There is 1 in 10 who do feel they are getting paid less than their diverse co-workers.

63

Career Advancement Opportunities Compared to Diverse Workers

Q660: Do you feel you have fewer career advancement opportunities than workers of a diverse background (as defined earlier)?Base: All Non-Diverse Workers (n=105)

No, I have the same

opportunities69%

Yes24%

No, I have more

opportunities7%

• For the most part, non-diverse workers feel that they have the same career opportunities as their diverse co-workers – though, one out of four feel they have fewer career opportunities.

64

Ethnic Workers

(African American, Asian and Hispanic)

65 Q700: How do you feel your pay compares to co-workers of different races or ethnic backgrounds who have the same skills and experience that you do?

Base: All Protected Ethnicities (n=461); African American (n=155); Hispanic (n=150); Asian (n=156)

7% 8% 13%

25% 19%22%

65% 71% 61%

3% 2% 4%

African American Asian Hispanic

Much higher/HigherThe sameMuch lower/LowerNot applicable

Pay Comparison To Co-Workers of Different Ethnic Background with Same Skills/Experience

• The majority of ethnic workers feel that their pay is comparable to their co-workers of other ethnicities; however • Roughly one-quarter feel they are being paid less.

66 Q705: How do you feel your pay compares to Caucasian/white co-workers who have the same skills and experience that you do?


Pay Comparison To Caucasian Co-Workers with Same Skills/Experience

6% 4%14%

33%23%

22%

54%69%

58%

7% 4% 6%


Much higher/HigherThe sameMuch lower/LowerNot applicable

• When asked to compare their pay against their Caucasian co-workers, specifically, a third of African American workers feel they are being paid lower/much lower – higher than previously stated.

67

5%4%1%

59%57%58%

26%33%32%

11%6%9%

HispanicAsianAfrican American

More opportunties Same opportunitiesFewer opportunities Not applicable

Career Advancement Opportunities Compared to Co-Workers of Different Ethnic Backgrounds with Same Skills/Experience

Q710: How do you feel your career advancement opportunities compare to co-workers of different races or ethnic backgrounds who have the same skills and experience that you do?


• Most ethnic workers feel they have the same advancement opportunities as other co-workers of different ethnicities;• However, 3 in 10 African American and Asian workers feel they have fewer opportunities.

68

Career Advancement Opportunities Compared to Caucasians with Same Skills/Experience

Q715: How do you feel your career advancement opportunities compare to your Caucasian/white co-workers who have the same skills and experience that you do?


3%1%

57%60%53%

27%34%

37%

13%6%9%

HispanicAsianAfrican American

More opportunties Same opportunitiesFewer opportunities Not applicable

• When asked how their advancement opportunities compared to those of Caucasian co-workers, African American workers are more likely than previously to cite having fewer advancement opportunities.

69 Q720: Are you satisfied with your career progress, in general?


55%

76%

67%


Satisfaction with Career Progress

% Yes

• While the majority of ethnic workers are satisfied with their career progress, in general, African Americans are least likely to agree compared to their other ethnic counterparts.

70 Q725: What race is your direct supervisor?


59%56%

67%

28%

1%6%

9%5%

16%

0%

27%

6%

0% 0% 0%1%4% 4%

2%7%

1%


Caucasian/ white African American/ black/ Caribbean Hispanic/ LatinoAsian/ Pacific Islander/ Indian American Indian/ Native American OtherNot applicable

Race of Direct Supervisor

• Most ethnic workers cite their supervisor as being Caucasian.• Beyond that, African American and Asian workers are more likely than Hispanic workers to have a supervisor

with the same ethnicity.

71

73%

80%

78%

16%

12%

17%

6%

2%

3%

5%

2%

6%

African American

Asian

Hispanic

Same treatmentMore favoritism to co-workers of other racesMore favoritism to co-workers of my raceNot applicable

Treatment from Supervisor

Q730: Do you feel your direct supervisor treats you the same as other co-workers in your department?Base: All Protected Ethnicities (n=461); African American (n=155); Hispanic (n=150); Asian (n=156)

• Most ethnic workers feel they are getting the same treatment from their supervisor as their co-workers with differing ethnicities.

• Approximately 1 in 6 do feel that other races than their own do receive favoritism from their supervisor.

72 Q735: Have you ever felt you received a lower performance review because of your race or ethnic background?


Lower Performance Review Due to Ethnic Background

11% 11%

13%


% Yes

• Only a small percentage of ethic workers feel they have received a lower performance review based on their race.• While this is true across the three ethnicities explored, Hispanic workers were somewhat more likely to cite this

phenomenon.

73Q740: Do you feel you have been consistently looked over for projects that would give you good experience or more visibility in the company because of your race or ethnic background?


Overlooked For Projects Due To Ethnic Background

17%

14%

19%


% Yes

• However, more ethnic workers feel they have been overlooked to handle projects that would give them more visibility within their company.

• Hispanic workers were most likely to believe this occurred to them.

74

Treatment from Co-workers

Q745: Do you feel your co-workers treats you the same as other co-workers of different races or ethnic backgrounds?Base: All Protected Ethnicities (n=461); African American (n=155); Hispanic (n=150); Asian (n=156)

82%

80%

81%

16%

17%

15% 4%

3%

1%African American

Asian

Hispanic

Same treatment

More favoritism to co-workers of other races

More favoritism to co-workers of my race

• Approximately 1 in 6 of all Diverse Ethnic workers feel their co-workers give more favoritism to co-workers of other races than theirs.

75

Treatment from Senior Management

Q750: Do you feel senior management treats you the same as your co-workers of different races or ethnic backgrounds?Base: All Protected Ethnicities (n=461); African American (n=155); Hispanic (n=150); Asian (n=156)

66%

62%

74%

22%

20%

15%

11%

18%

9%2%

0%

2%African American

Asian

Hispanic

Same treatment

More favoritism to co-workers of other races

More favoritism to co-workers of my race

Not applicable

• While the majority of ethnic workers feel treatment from senior management is the same, 1 in 5 of African American and Asian workers feel they are more preferential to co-workers of other races than their own.

76

11%

18%

15%

34%

31%

37%


Addressed Used in Presence

Q755: Has anyone addressed you with a racial slur in your workplace?

Q760: Have racist remarks or racial slurs been used in your presence in your workplace?


Addressed With Racial Slurs Within Workplace vs. Racist Remarks or Racial Slurs In Your Presence In Workplace

% Yes

• Few ethnic workers have actually been addressed with racial slurs at their workplace.• However, significantly more have been subjected to racial slurs and/or racist remarks in their presence.

77

Female Workers

78 Q800: How do you feel your pay compares to male co-workers who have the same skills and experience that you do?

Base: All Female Workers (n=436)

Much higher/Higher, 5%

The same, 46%

Much lower/Lower,

27%

Not applicable, 22%

Pay Comparison To Male Co-Workers with Same Skills/Experience

• The majority of females feel they are getting equal pay to their male counterparts; however,• Almost a third do express they are being paid less.

79

Career Advancement Opportunities Compared to Male Co-Workers with Same Skills/Experience

Q805: How do you feel your career advancement opportunities compare to your male co-workers who have the same skill and experience you do?Base: All Female Workers (n=436)

3%

49%

24% 24%

I have more opportunities Opportunities are thesame

I have fewer opportunities Not applicable

• Though again, the majority of female workers feel they have the same career opportunities as their male co-workers;• One quarter believe they have fewer opportunities than the males they work with.




Yes62%

No38%

• Three out of five female workers are satisfied with their career progress, in general.

81 Q815: What gender is your supervisor?


Gender of Supervisor

49%46%

5%

Male Female Not applicable

• 5% of female workers claim they do not have a direct supervisor.• And among the ones that do, they are slightly more likely to have a male supervisor than a female one.

82


Q820: Do you feel your supervisor treats you the same as your male co-workers in your department?Base: All Female Workers (n=436)

70%

17%

3%

9%

Same treatment More favoritism tomale co-workers

More favoritism tofemale co-workers

Not applicable

• Most females feel they receive the same treatment from their supervisor as their male co-workers.• However, 1 in 6 do feel their male counterparts are being treated more favorably.

83 Q825: Have you ever felt you received a lower performance review because of your gender?


Lower Performance Review Due to Gender

Not applicable15%

Yes8%

No77%

• About 1 in 10 female workers claim they have received a lower performance review some point in their career due to their gender.

84 Q830: Do you feel you have been consistently looked over for projects that would give you good experience or more visibility in the company because of your gender?


Overlooked For Projects Due To Gender

Not applicable16%

Yes12%No

72%

• Even more (12%) feel at some point in their career, that they have been overlooked for a projects that would have given them more experience or exposure within their company.

85

Treatment from Co-Workers

Q840: Do you feel your co-workers treat you the same as your male co-workers?Base: All Female Workers (n=436)

65%

9%

26%

0%

Same treatment More favoritism to male co-workers

More favoritism to female co-workers

Not applicable

• The vast majority of females feel they receive the same treatment from their co-workers as their male counterparts.• Though nearly1 in 10 females feel their peers do treat men more favorably.

86


Q845: Do you feel senior management treats you the same as your male co-workers?Base: All Female Workers (n=436)

52%

20%

0%

28%

Same treatment More favoritism to male co-workers

More favoritism to femaleco-workers

Not applicable

• Among those with senior management, roughly half feel they receive the same type of treatment as their male co-workers.

• However, one fifth do feel males get preferential treatment by senior management.

87 Q850: Have you ever felt sexually harassed by a fellow employee or manager?


7% 8%

2%

83%

Yes, by a peer Yes, by a supervisor Yes, by seniormanagement

No

Sexual Harassment from a Fellow Employee/Manager

17% Net Yes

• The vast majority of female workers have not experienced sexual harassment by a fellow employee or manager.• Among those who have, the harassment was as likely to be from a peer as it was from a supervisor.

88 Q855: Did you report the allegation(s) of sexual harassment in your workplace to your direct supervisor, HR or other authority within your workplace?

Base: Female Workers Who Felt Sexually Harassed (n=79)

Reporting Sexual Harassment

37%

12%

21%

59%


Yes, I reported it to HR Yes, I reported it tosomeone in senior

management

No

41% Net Yes

• Among those who have felt sexually harassed, only a third reported it.• For those who did report it, they were three times as likely to inform their direct supervisor than someone in

HR.

89 Q860: Did you feel the authority figure in your workplace to whom you reported the incident(s) took the allegation(s) of sexual harassment seriously?Base: Female Workers Who Reported the Allegations of Sexual Harassment (n=26)** CAUTION: Sample size extremely small

Sexual Harassment Report Taken Seriously**

45%

27%25%

2%

Yes, immediate action wastaken

Yes, action was eventuallytaken

No, the issue was notaddressed

Not sure

• Three-quarters of female workers with sexual harassment claims felt their claims were taken seriously.• Almost half report immediate action was taken – while a quarter had to wait for some resolution.

72%

90 Q865: Was the offender held accountable?Base: Female Workers Who Reported the Allegations of Sexual Harassment (n=26) ** CAUTION: Sample size extremely small


46%

9%

27%

18%

Yes, they were written upor reprimanded

Yes, they were fired No Not sure

• About 1 in 4 female workers who reported their incident(s) of sexual harassment were unsure whether or not the offender was ever held accountable.

• Of those who knew the outcome, the majority were written up , 27% were never held accountable; and• 1 in 10 offenders were actually fired based on the reporting of the incident.

91

0%

83%

12%

17%

Yes

No, I didn't think it w ouldmake a difference

No, I w as afraid I w ould beseen as a troublemaker

No, I w as afraid I w ouldlose my job

Legal Action for Sexual Harassment**

Q870: Did you take legal action for the sexual harassment you feel you experienced in the workplace?Base: Female Workers Who Reported the Allegations of Sexual Harassment (n=26)** CAUTION: Extremely small sample size

100% Net No

• No female who reported their sexual harassment allegations ever took legal action against their employer.• The vast majority felt it would not have made a difference; and• About 1 in 5 felt they might lose their job if they pressed the issue.

92

Disabled Workers

93 Q900: How do you feel your pay compares to your co-workers without disabilities who have the same skills and experience that you do?

Base: All Disabled Workers (n=150)

20%

51%

2%

27%

Much lower/Lower The same Much higher/Higher Not applicable

Pay Comparison To Co-Workers Without Disabilities With Same Skills/Experience

• A majority of disabled workers feel their pay is equal to those of colleagues with similar experience and skills; however

• One-fifth do feel they are being paid lower/much lower than their co-workers without disabilities.

94

Career Advancement Opportunities Compared to Co-Workers Without Disabilities With Same Skills/Experience

Q905: How do you feel your career advancement opportunities compare to your co-workers without disabilities who have the same skill and experience you do?Base: All Disabled Workers (n=150)

2%

20%

52%

26%


I have feweropportunities

Not applicable

• Just over half of disabled workers feel they have fewer advancement opportunities compared to their co-workers with similar skills/experience.

• A very small percentage (2%) believe their disability provides them with more advancement opportunities than their co-workers.




No43%

Yes57%

• A little over half of disabled workers are satisfied with their career progress, overall.

96


Q915: Do you feel your supervisor treats you the same as your co-workers without disabilities in your department?Base: All Disabled Workers (n=150)

44%

33%

4%

20%

Same treatment More favoritism to co-workers without

disabilities

More favoritism to me Not applicable

• While most workers with disabilities feel their supervisor treats them no differently than their co-workers without disabilities, more than a third feel favoritism is being given out to co-workers without disabilities.

• Only 4% feel their disability provides them more favoritism from their direct supervisor than their co-workers.

97 Q920: Have you ever felt you received a lower performance review because of your disability?


Lower Performance Review Due to Disability

13%

35%

51%

Yes No Not applicable

• Among those who receive performance reviews, nearly 2 in 5 disabled workers feel they’ve received a lower review some time in their career due to their disability.

98Q925: Do you feel you have been consistently looked over for projects that would give you good experience or more visibility in the company because of your disability?Base: All Disabled Workers (n=150)

Overlooked For Projects Due To Disability

43%

39%

18%

Yes No Not applicable

• About two fifths of disabled workers believe they’ve been overlooked for projects, at some point in their career, that would have provided them either more experience or greater exposure within their company.

99


Q930: Do you feel your co-workers treat you the same as your co-workers without disabilities?Base: All Disabled Workers (n=150)

67%

31%

2%

Same treatment More favoritism to co-workerswithout disabilities

More favoritism to me

• 3 out of 10 disabled workers feel their co-workers behave more favorably toward other co-workers without disabilities than themselves.

100


Q935: Do you feel senior management treats you the same as your co-workers without disabilities?Base: All Disabled Workers (n=150)

42% 41%

0%

17%

Same treatment More favortism to co-workers without

disabilities

More favortism to me Not applicable

• Among those with interaction with senior management, 2 out of 5 disabled workers feel management treats them less favorably than their co-workers without disabilities.

• No Disabled workers believe their disability puts them at favor with those in senior management.

101 Q940: Does your workplace provide necessities to enable you to access facilities?


Workplace Providing Accessible Facilities

Yes78%

No22%

• 1 in 5 disabled workers feel their company does not provide accessible facilities that would assist them in performing their responsibilities.

102 Q945: Does your workplace provide accommodations/necessities that enable you to perform your responsibilities?


Workplace Providing Accommodations/Necessities

Yes71%

No29%

• One in third also feel they are not given enough accommodations or necessities to perform their job adequately.

103

Workers Age 50-61

104 Q1000: How do you feel your pay compares to your younger co-workers who have the same skills and experience that you do?

Base: All workers age 50-61 (n=189); Male (n=96); Female (n=93)

Pay Comparison To Younger Co-Workers with Same Skills/Experience

• Female workers age 50-61 are more likely than males to report being paid much higher/higher than their younger counterparts.

• Male workers age 50-61 are most likely to report being paid the same as their younger co-workers.

12%5%

12% 26%

51% 39%

25% 30%

Male Female

NA no co-worker with same skills Much lower/LowerThe same Much higher/Higher

105

5%

49%

32%

14%

3%

53%

17%

27%

I have moreopportunities

Opportunities are thesame


Not applicable

Male Female

Career Advancement Opportunities Compared to Younger Co-Workers with Same Skills/Experience

Q1005: How do you feel your career advancement opportunities compare to your younger co-workers who have the same skills and experience that you do?Base: All workers age 50-61 (n=189); Male (n=96); Female (n=93)

• Among those who work alongside others with similar skill sets and experience, the majority of workers age 50-61 feel their advancement opportunities are comparable to their younger co-workers.

• Male workers age 50-61 are almost twice as likely as female workers age 50-61to report feeling they have fewer career advancement opportunities than their younger colleagues.




Yes69%

No31%

Yes60%

No40%

Males Females

• In general, most workers age 50-61 males and females are generally satisfied with their career progress.• Though, a third or more aren’t satisfied with the way their career path has progressed.

107 Q1015: Is your supervisor older, younger or approximately the same age as you?


13%

46%

29%

13%

24%

37% 36%

2%

Older Younger Approximately sameage

Not applicable

Male Female

Age of Direct Supervisor

• About one third of the supervisors of workers age 50-61, are the same age as they are.• Male workers age 50-61 are 3.5 times more likely to have a younger supervisor than an older one.

108

65%

18%

2%

14%

75%

21%

2% 2%

Same treatment More favoritism to myyounger co-workers


Male Female


Q1020: Do you feel your supervisor treats you the same as your younger co-workers in your department?


• While most workers age 50-61 feel everyone is treated equally by their supervisor, one fifth workers age 50-61 feel their supervisor gives younger co-workers more favoritism.

109 Q1025: Have you ever felt you received a lower performance review because of your age?

Base: All workers age 50-61 Who Receive Performance Reviews (n=329); Male (n=162); Female (n=167)

Lower Performance Review Due to Age

Not applicable

20%

Yes13%

No67%

Males Females

No87%

Yes6%

Not applicable

7%

• Among those receiving performance reviews, most workers age 50-61, regardless of gender, have not received a lower performance review based on a perceived age bias.

• However, 1 in 6 do feel their age may have contributed to a lower performance evaluation at some point.

110

82%

9% 9%

90%

6% 4%

Same treatment More favoritism to myyounger co-workers


Male Female


Q1030: Do you feel your co-workers treat you the same as your younger co-workers?Base: All workers age 50-61 (n=306); Male (n=198); Female (n=191)

• Workers age 50-61 of both sexes receive the same treatment from their co-workers as their younger counterparts.• There is a small contingency who believe their age has contributed to receiving more favoritism by co-workers than

what is given to their younger colleagues – slightly more evident among workers age 50-61 males.

111


Q1035: Do you feel senior management treats you the same as your younger co-workers?Base: All workers age 50-61 (n=389); Male (n=198); Female (n=191)

66%

14%

7%

13%

67%

8%

1%

24%

Same treatment More favoritism to-my younger co

workers

More favoritism tome

Not applicable

Male Female

• Among those exposed to senior management, male workers age 50-61 are again slightly more likely than female workers age 50-61 to report receiving less favorable treatment from senior management compared to their younger co-workers.

112 Q1040: Do you feel you are being pushed into early retirement?


5%2%

19%

74%

1% 2%

19%

78%

Constantly Frequently Sometimes Never

Male Female

Pushed Into Early Retirement

• 1 out of 5 Workers age 50-61 feel at least some pressure to retire early.

113 Q1045: Do you feel stripped of your responsibilities as you approach retirement?

Base: All Workers age 50-61 (n=389); Male (n=198); Female (n=191)

4% 3%

21%

72%

1% 1%

39%

59%

Constantly Frequently Sometimes Never

Male Female

Stripped of Responsibilities As Retirement Approaches

• Again, 1 out of 5 Workers age 50-61 also feel as they approach retirement, they are being stripped of some of their responsibilities.

114

GLBT Workers

115 Q1100: How do you feel your pay compares to your heterosexual co-workers who have the same skills and experience that you do?

Base: All GLBT Workers (n=155); Male (n=91); Female (n=64)

5%

17%

63% 92%

16%1%

1%5%

Male Female

NA no co-worker with same skills Much lower/Lower

The same Much higher/Higher

Pay Comparison To Heterosexual Co-Workers with Same Skills/Experience

• While most GLBT workers feel they’re being paid the same as hetero co-workers that have the same experience and skill set, a slightly larger percentage of GLBT males than females feel their pay is lower based on their sexual preference.

116

0%

63%

32%

5%0%

69%

28%

3%



Not applicable

Male Female

Career Advancement Opportunities Compared to Heterosexual Co-Workers with Same Skills/Experience

Q1105: How do you feel your career advancement opportunities compare to your heterosexual co-workers who have the same skills and experience that you do?Base: All GLBT Workers (n=155 ); Male (n=91); Female (n=64)

• More than a quarter of GLBT workers feel they have fewer career advancement opportunities than their hetero co-workers.

• No GLBT workers feel they have more advancement opportunities than their hetero colleagues based solely on their sexual preference.


Base: All GLBT Workers (n=155); Male (n=91); Female (n=64)


Yes65%

No35%

Yes35%

No65%

Males Females

• More GLBT men than women are satisfied with their career progress, overall.• Less than half of female GLBT workers are satisfied with their career progress, overall.

118

33%

51%

23%

7%

15%

48% 46%

36%

2% 4%

Yes No, it's a privatematter

No, I feel it will makepeople treat me

differently

No, I feel I could losemy job

No, I feel it wouldimpact my career

progress at thecompany

Male Female

Openly Shared Sexual Orientation

Q1115: Have you openly shared your sexual orientation with your co-workers?Base: All GLBT Workers (n=155 ); Male (n=91); Female (n=64)

• One-third of male and just under one-half of female GLBT workers have openly shared their sexual orientation with co-workers.

• Female GLBT workers are more concerned that people wouldn’t treat them the same, if they knew.• More male GLBT workers fear their sexual orientation could impact their career progress or get them fired.

119

Treatment At Work Due to Sharing of Sexual Orientation

Q1120: Did sharing your sexual orientation at work make a difference in how you were treated at work?Base: All GLBT Who Shared Sexual Orientation (n=63); Male (n=36); Female (n=27)

11%5%

84%

34%

8%

58%

Yes, more accepted Yes, less accepted No

Male Female

• Most GLBT workers who have openly shared their sexual orientation at work feel it has not made a difference.• However, more GLBT females vs. males said they actually became more accepted when they disclosed their sexual

orientation.

120

Other Employees Awareness of Sexual Orientation

Not sure12%

Yes42%

No45%

Q1125: Are other employees aware of your sexual orientation?Base: All GLBT Workers (n=155 ); Male (n=91); Female (n=64)

Not sure9%

Yes55%

No36%

Males Females

• Almost half (47%) of GLBT workers say other employees at their company are aware of their sexual orientation, but approximately 1 in 10 are not sure whether anyone else knows or not.

121

83%

14%

1% 2%

76%

23%

1% 1%

Same treatment More favoritism to myheterosexual co-workers


Male Female


Q1130: Do you feel your supervisor treats you the same as your heterosexual co-workers in your department?Base: All GLBT Workers (n=155 ); Male (n=91); Female (n=64)

• While most GLBT workers feel everyone is treated equally by their supervisor, 18 percent of GLBT workers feel their supervisor gives their hetero co-workers more favoritism.

122 Q1135: Have you ever felt you received a lower performance review because of your sexual orientation?

Base: All GLBT Workers Who Receive Performance Reviews (n=155 ); Male (n=91); Female (n=64)

Lower Performance Review Due to Sexual Orientation

Not applicable

3%

Yes13%

No84%

Males Females

Not applicable

8%Yes18%

No74%

• Roughly one out of six (15%) GLBT workers feel they’ve received a lower performance review some time in their career based solely on their sexual orientation.

123Q1140: Do you feel you have been consistently looked over for projects that would give you good experience or more visibility in the company because of your sexual orientation?

Base: All GLBT Workers Who Feel This is Applicable (n=155 ); Male (n=91); Female (n=64)

Overlooked For Projects Due To Sexual Orientation

Not applicable

7% Yes24%

No69%

Males Females

Not applicable

3%

Yes12%

No85%

• Approximately 1 in 5 (19%) GLBT workers also feel they’ve been overlooked for projects in the past that may have afforded them either more experience or greater exposure or within their company because of their sexual orientation.

124

93%

7%0%

89%

11%0%



Male Female


Q1145: Do you feel your co-workers treat you the same as your heterosexual co-workers?Base: All GLBT Workers (n=155 ); Male (n=91); Female (n=64)

• For the most part (91%), male and female GLBT workers, alike, feel they receive the same kind of treatment from their co-workers as their hetero colleagues.

125


Q1150. Do you feel senior management treats you the same as your heterosexual co-workers?Base: All GLBT Workers (n=155 ); Male (n=91); Female (n=64)

84%

15%

0%

95%

5% 1%



Male Female

• GLBT males are three times more likely than females to report that senior management shows favoritism to their hetero counterparts.

126

Demographics

127

Demographics

DemographicsAfrican

AmericanAsian Hispanic Age 50+ Disabled Female GLBT

Non-Diverse

COMPANY SIZE

Less than 100 16% 22% 22% 30% 30% 30% 17% 28%

101-500 9% 15% 14% 18% 5% 14% 17% 15%

501-1,000 11% 5% 9% 6% 7% 7% 4% 7%

1,001-10,000 20% 18% 18% 17% 14% 15% 16% 11%

Over 10,001 20% 19% 18% 15% 25% 16% 19% 20%

PROFESSION

Administrative Assistant/Secretary 20% 3% 9% 8% 14% 20% 11% 0%

Teacher 3% 4% 2% 3% 4% 6% 3% 2%

Government Official 5% 8% 7% 6% 2% 6% 4% 1%

Business Executive 0% 2% 2% 2% 2% 1% 0% 6%

Sales Representative, Retail, or Personal Services

5% 9% 6% 2% 3% 4% 3% 0%

Engineer 1% 6% 3% 2% 1% 0% 0% 3%

Legal Professional 0% 1% 2% 2% 1% 4% 1% 2%

JOB LEVEL

Professional/Technical staff member 29% 48% 33% 41% 50% 41% 31% 49%

Entry level/Administrative/clerical 54% 30% 45% 31% 33% 44% 45% 24%

Director/manager/supervisor/team leader

15% 18% 19% 18% 16% 14% 20% 19%

Senior management 1% 3% 3% 10% 1% 1% 2% 0%

Vice president 1% 1% 1% 0% 1% 0% 2% 3%

128

Demographics, continued

DemographicsAfrican

AmericanAsian Hispanic Age 50+ Disabled Female GLBT

Non-Diverse

TENURE WITH CURRENT COMPANY

Less than 1 year 16% 17% 23% 6% 17% 13% 9% 25%

1 to less than 3 years 24% 18% 27% 14% 23% 27% 17% 28%



10 years + 33% 30% 21% 49% 33% 29% 35% 21%

Age

18-34 34% 23% 36% 0% 12% 27% 20% 49%

35-49 38% 40% 39% 0% 33% 41% 51% 51%

50+ 28% 37% 25% 99% 56% 31% 29% 0%

Mean Age 40.5 42.9 39.8 57.7 52.6 42.8 43.6 32.7

SALARY/INCOME

Less than $25K 31% 19% 32% 29% 24% 31% 29% 16%

$25K-$49,999 35% 22% 30% 32% 33% 31% 31% 42%

$50K-$99,999 21% 26% 21% 21% 12% 13% 25% 18%

$100K+ 3% 16% 5% 8% 4% 3% 2% 10%

Mean Income (in thousands) $40.2 $62.5 $45.8 $48.8 $41.3 $38.9 $43.9 $51.1

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