In today’s Weekend Roundup, discover why workplace neurodiversity is crucial to Gen Zers, why women leaving the workplace have taken a hit, and the three keys to success CEOs need to provide for new DE&I leaders. Click the headlines below to learn more!
Company diversity, equity, and inclusion commitments aren’t just a concern of HR teams or socially-minded consumers. They’re a consideration of job candidates as well — particularly those hailing from Gen Z, according to data from networking platform Tallo. Of the more than 1,400 Gen Zers (that is, young adults born after 1996) surveyed for the July 2021 report, 99 percent of respondents said workplace DEI is important to them. Likewise, 87 percent of respondents said that it is “very important” to them.
And yet 38 percent of respondents said they consider American workplaces to be diverse, equitable, and inclusive. Tallo found that accessibility and inclusion of people with disabilities, especially people who identified as neurodivergent, were crucial factors in Gen Zers’ likelihood of applying for a job.
The pandemic has seen a remarkably high number of women exiting the workforce. In February, the number was estimated to be around 3 million female workers who had quit, been laid off or furloughed.
That number hasn’t shrunk since then, despite the vaccine rollout and many schools beginning to reopen. With the summer break, many parents continue to struggle with childcare and once again, outdated assumptions and norms have placed the bulk of the burden in weathering this childcare storm at the feet of mothers.
Such a trend does not come and go without an impact to those involved. The fact is, many women will experience significant disruption to their career progress or prospects due to the break in work. Just as importantly, however, the loss of earnings is coupled with a loss in saving for retirement. By not contributing to employer sponsored 401(k) plans they also lose the employer match, an effect that compounds tremendously over time.
As more companies recognize the imperative to prioritize diversity, equity and inclusion, they are increasingly hiring C-suite level leaders to manage their DEI strategies. Often, those in positions like chief diversity officer focus on recruiting—diversifying the talent pipeline, making the hiring process more equitable, ensuring underrepresented candidates are reached. Dionna Smith, global head of DE&I at Thumbtack, says that while a DE&I focus in recruiting is a priority, it’s also essential to broaden DE&I’s reach, embedding its work throughout the organization, particularly in talent management, where Smith spent the first part of her career.
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