Cheers to 80K Subscribers! Discover the Numbers that Drive Us

This is #IncreaseDiversity, a weekly newsletter series + Increase Diversity Toolbox sharing best practices for employers who want to learn how to… well, increase diversity. To see previous editions, visit JenniferTardy.com . | IG: @IncreaseDiversity | Increase Diversity - YouTube

JTC News + Events

• JOB SEEKER AUDIO COURSE | Have you ever found yourself so nervous you couldn’t be your best self in a job interview? Listen to Jenn Tardy’s new audiobook, The Essential Guide to the Perfect Interview to learn the unwritten rules of the interview process, how to acknowledge—and demonstrate—your own value, and so much more. CLICK HERE
• INCREASE DIVERSITY? ROADMAP | The ID Roadmap is a training and consulting program designed to guide workplaces like yours to create a diverse and inclusive environment through diversity recruiting and retention programs. CLICK HERE
• INCREASE DIVERSITY? SUMMIT REPLAY | Our enlightening conference, held on September 14th, 2023, paves the way for a workplace founded on principles of fairness, equality, and authentic understanding. Now, you can experience it on-demand. CLICK HERE
• NEW + FREE PLATINUM CHECKLIST | We have a NEW, FREE, downloadable CHECKLIST for leaders called Platinum Checklist 2.0: 5 Steps to Increasing Diversity Without Harm. CLICK HERE

What an incredible journey! From our first newsletter issue to now, the growth has been nothing short of fascinating. I’m over the moon to share that we’ve hit a staggering 80,000 subscribers! Every member of Team JTC and I are beyond grateful for your support.

When I look back, our 50K and 60K milestones feel like they were just yesterday. And each time, we celebrated differently. This time around, we thought, why not give you a glimpse into the world of numbers that Team JTC loves? We are, after all, a proudly data-driven organization, always sifting through insights, trends, and patterns. We believe that to truly increase diversity, one must understand the nuances that only data can reveal.

So, for this monumental 80K celebration, we’re turning the spotlight on our 5 data-driven newsletters from 2023. These articles reflect the state of diversity, telling stories of recruitment and retention patterns and also of progress and despair. They’ve helped us, and hopefully you as well, understand where we’re headed.

Let’s play the number game!

Four Barriers to Equal Representation for Hispanic Workers in the US

As we celebrated Hispanic Heritage Month, our spotlight turned to our Hispanic communities, which are projected to dominate new workforce entries by 2030. Here’s a numerical glance at their current employment scenario:

• Hispanics are 18.9% of the US population (2021) but 18.0% of the workforce.
• During early COVID-19, 50% of Hispanic adults faced job/wage cuts, earning 73 cents to a White worker’s dollar.
• 33% of Hispanics faced discrimination in job processes, more so for darker-skinned individuals.
• They constitute 43.0% in farming, 37.9% in building maintenance, and 35.7% in construction.
• 75% feel they can’t be authentic at work, with only 20% finding their workplaces inclusive.

Read the newsletter here .

Key Issues That Define the Hiring Obstacle Course for LGBTQ+ Workers in the US

Despite strides in ensuring workplace equality for the LGBTQ+ community, especially following the Bostock v. Clayton County ruling in 2020, significant challenges remain. Let’s quickly understand three pivotal obstacles to consider:

1. Bias in Recruitment: A joint study by Northern Kentucky University and Ball State University shows LGBTQ+ applicants are viewed as less competent and often get fewer interview calls.
2. Non-Inclusive Work Environments: Nearly 50% of LGBTQ+ employees feel the need to hide their true selves at work. Worse, data from UCLA suggests being open about one’s identity can lead to higher job dismissal rates.
3. Wage Disparities: There’s a pay gap! LGBTQ+ employees make $0.90 for every dollar non-LGBTQ+ peers earn. And guess what? This gap widens as they climb the career ladder, especially for Black LGBTQ+ and Trans individuals.

Read the newsletter here .

Women and Work in the US: Data You Need to Know

Team JTC surveyed the current status of women in the US workplace, especially in recruitment. Despite North America’s leading efforts in bridging the gender gap, there’s still a long road to achieving total gender equality. Here’s the data that reveals this:

1. Labor Force Representation: Women make up 47% of the US workforce, but their labor force participation trails behind men’s (56.2% for women vs. 67.7% for men in 2020). It’s tough to expect big changes here anytime soon. Time to rethink recruitment, especially for those often overlooked.
2. Barriers to Promotion: Only 26% of C-suite roles are held by women, and there’s been a 2.4% slide in senior roles representation. Forget just the “glass ceiling”—even that first step up, the “broken rung,” is a real struggle. The “broken rung ” refers to the significant barriers or challenges individuals face when trying to advance from entry-level to higher roles, often due to systemic biases.
3. Job Switching Among Women Leaders: McKinsey’s spotted a trend—women leaders are job-hopping a lot. One big trigger they found—despite women contributing more to DEI initiatives than men in equivalent roles, many women leaders feel their contributions are overlooked in performance reviews. Especially for those under 30, this is a tipping point, nudging them to exit. This shows that a DEI-friendly culture is a must.
4. Persistent Unnoticed Gender Bias in Recruitment: In today’s recruitment scene, a whopping 91% of men and 86% of women still show some bias against gender equality. Even tech tools and job ads can unintentionally favor one gender.
5. Underrepresentation in STEM: Only 27% of the STEM workforce are women, diving deeper to 26% in computing and a mere 15% in engineering. Clearly, it’s high time to ramp up efforts from classrooms to boardrooms.

Read the newsletter here .

4 Data Points Impacting Black Representation + Progress

During Black History Month, Team JTC researched recruitment data for Black job seekers and employees. The following article highlighted four critical data points impacting Black representation and their progression in the corporate world.

1. Higher Hiring Challenges for Black Individuals: Black people face obstacles such as higher unemployment rates, fewer job opportunities, and lesser benefits, which are major impediments to their professional growth.
2. Retention Concerns: About 38% of Black millennials are contemplating leaving their current jobs to start their own ventures. This underscores the importance of not just recruitment but also retention strategies to keep Black talent.
3. Promotion Discrepancy: Black employees in the US predominantly occupy frontline jobs. Although they make up 12% of entry-level roles, they face challenges climbing the corporate ladder due to biases.
4. Future Labor Force Projection: The number of Black individuals in the labor force is expected to rise from 19.6 million in 2016 to 21.6 million in 2026, debunking myths about a lacking talent pipeline.

Read the newsletter here .

Five Diversity Recruiting Trends for 2023

Five significant trends stand out as we navigate the evolving landscape of diversity recruiting in 2023. These insights promise to reshape how employers approach and think about inclusive hiring practices.

1. Flexible Work: Hybrid work models, both office and home setups, are becoming mainstream. Black and LGBTQ+ professionals are especially strongly inclined toward such flexible arrangements.
2. Mental Health Support: Companies are increasingly recognizing the importance of mental well-being, introducing programs like flexible schedules and therapy access. These efforts cater to underrepresented groups who might face heightened mental health challenges. Some good news here!
3. Increased Transparency: New legislations are pushing for greater pay clarity, while only a few companies are currently sharing their diversity and inclusion (DEI) data. Being transparent about salaries and DEI initiatives can help businesses become more inclusive.
4. Use of Data and AI: Data-driven recruiting tools, such as ATS and AI, are revolutionizing bias-free hiring. However, regular auditing is necessary to ensure AI tools don’t perpetuate inherent biases.
5. Employer Branding and Candidate Experience: An employer’s brand perception is crucial in attracting a diverse workforce. Prospective employees are keenly evaluating companies’ genuine commitment to DEI before making decisions.

Read the newsletter here .

As we wrap up this special edition, a huge shout-out to each and every one of you. You’ve been the heartbeat of this community, and it’s your engagement, curiosity, and feedback that fuels our passion. From late-night article edits to early-morning brainstorming sessions, it’s all worth it because of you.

Let’s continue this incredible journey and see where the next milestone takes us. Cheers to you, the best part of our 80k-strong family!

JOIN ME IN THE COMMENTS: Over the course of more than 190 posts, updates, and event alerts, which edition resonated the most with you? Or, which data points would you like us to share? Do share your thoughts below.