EY Studies Race, Gender and Exclusion: The Top Takeaways
New York, 6 October 2017
Ernst & Young LLP’s recent external survey, “EY Studies Race, Gender and Exclusion at Work,” was conducted in an effort to better understand the current states of gender and race in the workplace, and address different demographic groups’ sense of “belonging” and whether respondents have felt personally excluded at work, and why.
Generally, when it comes to diversity and inclusiveness (D&I) research, the focus tends to be on women or ethnic minorities and their feelings of inclusion (or lack of) in the workplace. However, in the spirit of true inclusion, when conducting this research, we wanted to truly explore how everyone, including majority groups (i.e. men) are feeling. The study includes a sample size of more than 1,000 full-time employed US Americans.
Key finding one: Nearly one third of men overall (32 percent) have felt personally excluded in the workplace (details in Key Finding Two below), and over one third (35 percent) of respondents think the increased focus on diversity in the workplace has overlooked white men.
Of the 35 percent of respondents who think the focus on diversity in the workplace has overlooked white men:
- 43 percent are males, compared to 26 percent of females
- The main areas cited for the perception that white men are being overlooked are as follows:
- The majority (62 percent) think white men are being overlooked for promotion and advancement opportunities
- Nearly half (49 percent) think white men are being excluded from diversity programs and initiatives
- Over one quarter (26 percent) think white men are not included in mentorship or training programs
- Over one quarter (26 percent) think white men do not feel comfortable using benefits, e.g., paternity leave, and
- One fifth (20 percent) think white men do not trust management.
Key finding two: More than half of women (55 percent) don’t feel personally excluded in the workplace. However, over one third (36 percent) of all respondents (men and women) continue to feel personally excluded at work, with females feeling more excluded than males.
- 41 percent of females have felt personally excluded at work vs. 32 percent of males
- Of those that have felt personally excluded, the majority cited gender and ethnicity as the reason behind this (38 percent said gender and 38 percent said ethnicity). The other reasons cited were:
- Education (17 percent)
- Religion (11 percent)
- Marital status (10 percent)
- Sexual orientation (9 percent)
- None of these (19 percent)
- Men were more likely to feel excluded because of their ethnicity (48 percent of males cited this vs. 29 percent of females) and females were more likely to feel excluded because of their gender (45 percent of females said this vs. 31 percent of males)
Key finding three: Three quarters (74 percent) of respondents support an increased focus on D&I in today’s workplaces and nearly three quarters (72 percent) think society’s focus on D&I can help companies build a better working world.
- Additionally, over one third of respondents (39 percent) said the relationship between their job satisfaction and their company’s focus on D&I is significant.
EY’s study was conducted by ORC International, a consultative research partner, and includes a sample size of more than 1,000 employed US Americans, 18 years of age and older. The survey was conducted between June-August 2017.
Respondents are weighted by age, gender, geographic region, race and education to enhance reliability and accuracy of representation of the broader US population, and the raw data is weighted by a custom designed program which automatically develops a weighting factor for each respondent. Survey analysis was conducted by Prosek Partners.
EY was the sponsor of this survey. The results herein do not reflect the opinions if EY. No EY employees were specifically surveyed unless they were part of of the random sample of survey recipients.
EY is a global leader in assurance, tax, transaction and advisory services. The insights and quality services we deliver help build trust and confidence in the capital markets and in economies the world over. We develop outstanding leaders who team to deliver on our promises to all of our stakeholders. In so doing, we play a critical role in building a better working world for our people, for our clients and for our communities.
EY refers to the global organization and may refer to one or more of the member firms of Ernst & Young Global Limited, each of which is a separate legal entity. Ernst & Young Global Limited, a UK company limited by guarantee, does not provide services to clients. For more information about our organization, please visit ey.com.
This news release has been issued by Ernst & Young LLP, a member of the global EY organization that provides services to clients in the US.