Key findings from the ASAR confirmed the hypothesis that multi-racial, Black and/or LGBTQ employees would be more dissatisfied with management compared to straight white men. Overall, the research revealed that participants have more positive feelings about their organization’s culture than with its management and/or its policies, practices and procedures (3Ps).

2023 Insights

The ASAR 2023 contains insights into the industries within which Spectra Diversity’s assessments have been taken. The data Spectra Diversity has collected is supplemented with outside resources and references. The industries are arranged in alphabetical order and include:

• Agriculture, Forestry, Fishing
• Construction
• Education
• Engineering, Accounting, Research & Management Services
• Finance, Insurance & Real Estate Healthcare
• Manufacturing
• Non-profit or NGO
• Public Administration
• Retail Trade
• Services

2022 Insights

The ASAR 2022 includes intersectionality insights. We cross-referenced gender and race/ethnicity and confirmed our hypothesis that white straight men come out as the most positive about management with Black straight women and white third gender/non-binary as the least positive. More insights are included in the actual report.

An organization’s policies, practices and procedures (3Ps) can negatively impact underserved employees such as LGBTQ people who may not feel comfortable ‘being themselves’ at work as well as older employees who want to stay on the professional ladder. These and other underserved people aren’t as wild about their managers and often don’t like the rules of the road.” — Chris Jones, Spectra Diversity CEO and founding partner

The ASAR found fewer statistical differences among respondents in their individual beliefs related to diversity and inclusion. Differences were noteworthy by age more than by race/ethnicity, gender identity or sexual orientation.

Interpersonal skills, which – like individual belief systems – are formed over time through experience and cultural influences, also highlight the differences between various participant groups.  Interpersonal skills include the ability to listen without judgement, speak in an inclusive manner, conduct conversations with those who are different and have insights into one’s own biases.

It’s important to remember that inclusion is a journey, not a destination. Tough conversations are hard to undertake yet discussing diversity is a skill that can be learned.” — Chris Jones, Spectra Diversity CEO and founding partner

At last, organizations are beginning to recognize that diversity, equity and inclusion (DEI) is not only the right thing to do but is the wise thing to do from a business perspective. Research shows that diversity alone is not enough. Inclusion is the key ingredient that brings real results. Without it, diverse hiring is a revolving door as diverse talent leaves when they’re not truly embraced.

One of the aftermaths of the pandemic is the shift to technology-enabled remote working. While it’s an opportunity for companies to accelerate building an inclusive and agile culture, it challenges existing management routines. With increased flexibility, remote working can facilitate retention of women and minorities, who often shoulder a disproportionate share of family duties, and widen access to diverse talent that previously may not have been available to companies.” — Chris Jones, Spectra Diversity CEO and founding partner