The State of Diversity and Inclusion in the Workplace

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We live in a big world. Diversity and inclusion can be found in businesses throughout metropolitan, urban and rural areas, but certain industries tend to be more multi-faceted than others. This can be seen in the assortment of race, gender, culture, language or differentiated thinking among employees in each sector, and it brings to light the necessity of diversity and inclusion efforts in the workplace.

Per the Merriam-Webster dictionary, diversity is defined as:

“the condition of having or being composed of differing elements: VARIETY; especially: the inclusion of different types of people (such as people of different races or cultures) in a group or organization.  An instance of being composed of differing elements or qualities”

The Importance of Diversity and Inclusion in the Workplace


Inclusion is an important part of diversity’s definition because it reminds us to surround ourselves with a variety of people who bring new thoughts, ideas, values, and concepts to a company. The same goes for the work environment - companies should want to be inclusive, not because some law is saying they must be, but because it can benefit the entire organization by thinking outside the current box.

Many companies attempt to be diverse in their workforce because they are required to be compliant under Affirmative Action or the Equal Opportunities Act, but many others do so because they understand that diverse and inclusive hiring will benefit their company.  Companies want to recruit and retain top talent. To do that they should be looking at the entire pool of qualified candidates and hire the best person, regardless of race, gender identity, culture or age.  While the “Good Ole Boys Club” still exists in some corporations, it’s rightfully becoming a thing of the past, with diverse management teams proving to be more effective and profitable.  


Where Do Industries Stand in Terms of Diversity and Inclusion?

At first review, the tech industry appears to be strong in age diversity because the United States has historically been in the lead for Science, Technology, Engineering and Math (STEM), and this helped propel younger employees into the industry. Current students/future workers have shown a decreased interest in studying these disciplines, however, and as a whole the tech industry has been deficient when it comes to hiring diversified staff. Additionally, the selection of outsourced workers and laborers for this industry can be less expensive for companies, but when these workers are located off-site and away from other employees and executives, inclusion is nonexistent as they typically don't have the opportunities or benefits as U.S. based employees.

The financial services industry, always known for its high inclusion of males in senior positions, is thankfully becoming more diverse. With mentoring programs such as the Girls Who Invest initiative, women are rising up the corporate ladder and shattering the glass ceiling.

The food services industry is diverse mainly thanks to the low barrier to entry and the fact that people are willing to work for lower pay. This industry also pulls from a diverse age range as well, as it can be a flexible job for everyone from Baby Boomers to Gen Z. Employing younger workers, in the early stages of their working career, can only benefit these generations to think more inclusively with their future projects.


The medical field has drastically become more diverse in the 21st century, but while almost 80 percent of the healthcare industry is female, a much smaller number of them have been promoted to the C-suite. Additionally, minorities are under-represented in the healthcare industry and represent a small percentage of its executive level.

Unfortunately, the construction industry is not very diverse at all - while a few companies are women- or minority-owned, this does not reflect the majority of the industry. The good news is that the construction industry is taking more proactive steps to include women, much like the financial services industry does, with programs such as the National Association of Women in Construction.


Lack of diversity in the film and television industry is no longer a secret, particularly thanks to well-publicized discussion in the past year. With a select few holding the bulk of the power in Hollywood, diverse and talented actors, producers and film crew staff are now proving their importance, and need for inclusion, to the industry.

So which industries are the most diverse? Honestly, while there are very inclusive companies in all industry sectors, there does not appear to be one industry that is leaps and bounds above the others.  Industry leaders should take note that as our world becomes even more diverse, incorporating diverse and inclusive hiring and retention practices into your company can be beneficial in many ways and help add to profits in the long run.

Five Questions to Ask of Your Employer Review Site

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By Kristine Campbell, Founder, Rankfull

In today’s age of anonymous online sharing, platforms that show what employees really think about a company are bringing new levels of workplace transparency. Job seekers can learn if a company matches their workplace needs. Employees can voice their thoughts both securely and anonymously. And employers can keep a pulse on employee sentiments about everything from advancement opportunities to the company culture. To meet these needs, traditional platforms such as Glassdoor have long relied, at least partially, on anonymous comments.

Unfortunately, the recent court ruling against Glassdoor has called into question the protection afforded to users who share anonymous comments. In a November 2017 decision, the U.S. Court of Appeals required Glassdoor to disclose the identifying information of eight users who posted anonymous reviews about a company on its website.

This may sound problematic, but there are ways to review employers without the use of comments—while obtaining a highly accurate picture of what employees really think.


So how can this be achieved? And what should people look for in an employment engagement platform? Here are five questions to consider:

  1. Are the reviews truly anonymous? By choosing a review site that uses “yes” or “no” survey questions to capture how verified employees feel about the company, they can express their opinions without fear of being identified by their writing style. At the same time, employers can learn what employees really think, without the fear of potentially defamatory comments.
  2. Does the site verify the identity of employees? Many sites don’t verify the identity of employees who leave comments. Therefore, it’s impossible to know whether one employee is leaving multiple comments, or if the person leaving the comment actually works or has worked for the company. Employment engagement platforms like Rankfull compare employees’ registrations with their company e-mail addresses or Google, Facebook, LinkedIn profiles—offering a proven process for confirming employee identities.
  3. Does the site accurately capture what employees really think? With traditional sites, a few disgruntled employees can harm a company’s reputation—even when the majority are satisfied with the company. Ninety-five percent of people may like the company they work for, but the remaining 5 percent can leave multiple bad comments that create a negative impression disproportionate to their numbers. Conversely, the majority of employees may be dissatisfied, with a handful of managers leaving multiple positive comments. Either way, the site fails to capture what employees really think. A comment-free site that surveys employees and aggregates their responses can give HR executives a true picture of employee attitudes and see how their company compares to competitors across the industry.
  4. Does the site offer a full snapshot of the company? Sites that allow comments tend to capture a skewed view of the company based on the information employees feel passionate about sharing. For example, employees may focus their comments on the CEO, while failing to say whether they like their direct manager or whether the company offers a defined career path. By choosing an employment engagement platform that asks employees a defined spectrum of questions, job seekers get a more complete picture about the company. Likewise, HR executives obtain a more comprehensive view of what their employees think, enabling them to take the steps needed to improve the culture.
  5. Do the comments reflect employee’s current attitudes? A major frustration for many HR executives is outdated employee comments that remain on employer review sites long after the company has implemented changes. Oftentimes, companies must pay the site to respond to negative comments. Sites that allow employees to update their responses and then aggregate that information in real-time offer a more accurate and timely picture of the company at any given point in time. HR executives can see how employees are responding to cultural changes. At the same time, job seekers have the most current information upon which to base their job decisions. Both benefit from more precise, real-time information.

In an era where anonymous comments may no longer serve the needs of job seekers and employers alike, these considerations may help all parties gain trusted information. Job seekers want reliable, verified information to make better decisions, while employers seek a well-rounded snapshot of their employees —without the risk of potentially defamatory comments. Now is the time to give employers and employees better tools to make workplace decisions.