US Research Report
In Association with Ipsos
Through this important study, we are working to make US businesses understand exactly what the barriers in the way of diversity are, what they can do about it, and hold them accountable to change.
The McKenzie Delis Packer Review is a groundbreaking report on diversity and inclusion in the US workplace. While the D&I agenda has long been a high priority in the US, until this point there has not been a comprehensive review of how the country’s largest employers are addressing and prioritizing their efforts across the ten facets of workplace diversity and inclusion -Ethnicity, Gender, Age, Nationality, Mental Health, Sexual Orientation, Socioeconomic Status, Disability & Neurodiversity, Religion, Parenthood.
Race And Ethnicity
Age And Generation
Religion or Belief
McKenzie-Delis Review on Diversity and Inclusion is the most comprehensive review of corporate practices against the 10 facets of workplace diversity and inclusion.
Key Findings from Participating Organisations are:
Index Scores of Facets - US
Note: See Appendix in the US Report for index score calculation.
Four in five (85%)
participating US companies say they specify gender diversity in leadership succession planning and a similar number track progress towards it. pet less than one in ten (8%) have at least 50% female representation on their senior leadership team.
Race And Ethnicity
Nine in ten (89%)
participating US companies say they have at least one member from a Black, Hispanic / Latino, South or East Asian, or another ethnic minority on their leadership team. And many companies include ethnic diversity in leadership on planning (86%), with three-quarters (78%) having stated initiatives towards this.
of participating US companies have LOBTQ., representation on their leadership team and 70% have approved an LGSTQ. strategy in the past, 12 months.
of participating US companies are actively looking to increase the number of staff with disabilities. Almost all offer workplace adjustments and four in five (81%) have dedicated employee assistance lines.
AGE AND GENERATION
Seven in ten (70%)
have specific measures in place to reduce age bias in recruitment, but only 14% have training geared toward older workers and a further 11% have a peer support network.
RELIGION OR BELIEF
Near-universal agreement (97%)
that companies allow employees to take time off for religious holidays and holy days, and most allowing employees to wear religious symbols and clothing (92%), and freely discussing religion and belief in the workplace (76%).
Almost all companies we surveyed say they promote the benefits of a culturally diverse workforce (95%) and three-quarters (73%w) offer inclusivity training on h to work in a culturally diverse workplace.
Seven in ten (70%)
participating companies say they have specific outreach programs to -target candidates from lower-performing schools or socio¬economic backgrounds. However, only 11% collect and monitor data on the socio-economic background of their workforce.
Three in four (76%)
have a mental health strategy in place, which always includes access to quality health care (100%) and often mental health training (62%).
Almost all (97%)
companies offer an uplift on statutory maternity pay, dropping to 86% for paternity and 70% for adoption pay. Just under half (46%) say their line managers get training on how to support expecting or new parents, and slightly more (49%) have formal support programs for employees returning from parental leave.
There are many solutions to tackle the issues; however to succeed they need to be applied broadly and driven through with passion, process and persistence. For each facet, we have collated been practice actions from our participating organisations, research partners and our review committee on how organisations can continue to move the dial on diversity and inclusion.