1、USA DIVERSITY REPORT IN DATA women are far more likely to find themselves in Entry- level roles, where they account for nearly twice as many professionals as men. This does paint an even brighter picture for the future but also comes at a cost to the gender pay gap. THE STATE OF DIVERSITY THE GENDER
2、 DIVIDE 2020 10% 20% 30% 40% Gender Split by Sector All %s of female professionals working within a particular specialism. Data gathered from Harnhams 2020 US Salary Survey. Advanced Analytics combined they account for just 16% of Head of/VPs, compared to the 36% of the overall industry they make up
3、. Regrettably, African Americans account for just 1% of Data & Analytics leaders. The news is slightly more positive when it comes to female leadership. While there is a gender imbalance across the industry, a seniority breakdown doesnt highlight too much variation. Women account for up 27% of the i
4、ndustry as a whole and 27% of leadership roles. While there is some variety, over- representation at Entry-level and under- representation at Tech lead/Manager level, things generally remain fairly consistent. Of greater concern, however, is the 13% of respondents who reported that they had no women
5、 whatsoever on their leadership teams. A lack of representation at senior levels will do nothing to help improve the current gender imbalance and businesses in this position should seek to diversify as soon as possible. THE STATE OF DIVERSITY THE LEADERSHIP DIVIDE 2020 Diversity Split by Level Data
6、gathered from Harnhams 2020 US Salary Survey. 20% 30% 40% 50% 60% Entry Level: Female Entry Level: People of Color Mid-Level: Female Mid-Level: People of Color Technical lead or Manager: Female Technical lead or Manager: m People of Color Head of/VP: Female Head of/VP: People of Color DIVERSITY IN D
7、ATA & ANALYTICS HARNHAMS 2020 REVIEW - page 8 - For more information visit us at - Data & Analytics professionals with a disability An often overlooked area of diversity is the impact a disability can have on an individuals professional career. Over one in four* (26%) of US adults have some form of
8、disability, yet disabled individuals only account for 3.5% of those working in Data & Analytics. While a further 2% preferred not to answer the question, possibly as a result of the stigma surrounding disability, these numbers are still staggering low. Additionally, considering that 44% of those who
9、 responded positively were deemed to have an invisible disability, then less than 2% of respondents are visibly disabled, indicating that there may be a very real prejudice in the industry. One potential reason for such low representation could be the restrictions a nine to five job place upon someo
10、ne who may need more frequent medical care than their colleagues. With 14% of respondents entitled to no paid sick leave and 38% entitled to fewer than five days, it is understandable that this may be off- putting to those with disabilities who are looking to enter the industry. However, an increase
11、 in remote and flexible working following COVID-19 may offer new and more accessible opportunities in the Data & Analytics industry. THE STATE OF DIVERSITY DISABILITY 2020 Disability in the Data & Analytics Industry 26% - US adults with a disability 3.5% Data & Analytics professionals with a disabil
12、ity * https:/www.cdc.gov/ncbddd/disabilityandhealth/infographic-disability-impacts-all.html DIVERSITY IN DATA & ANALYTICS HARNHAMS 2020 REVIEW - page 9 - For more information visit us at - Weve mentioned in previous reports the importance of transparency when it comes to the benefits a business offe
13、rs. As different benefits are prioritized by different individuals, its essential to make sure your full employee offering is clear at the point of recruitment. Examining the gender split is a clear way to see how benefits are prioritized differently. While male respondents placed the option to work
14、 from home as their fifth most desirable benefit, behind a bonus, 401k matching, and flexible working hours, women placed it second. As such, organizations that are looking to hire more women should consider offering this benefit especially as, even prior to COVID-19, 80% of Data & Analytics profess
15、ionals already had access to some form of flexible or remote working. Businesses who dont offer any flexibility in this area will be left behind. There is plenty of evidence to suggest that offering a better work-life balance helps improve diversity in an organization* and especially helps bring in
16、those with parental and caring responsibilities. This allows companies to not only improve their gender diversity but increase access to those from lower socio-economic backgrounds. THE STATE OF DIVERSITY THE BENEFITS DIVIDE 2020 Top 5 Sought-After Benefits WOMEN 1. Health Insurance 2. Working from
17、home options 3. Bonus 4. Flexible Working Hours 5. 401k Matching MEN 1. Health Insurance 2. Bonus 3. 401 Matching 4. Flexible Working Hours 5. Working from home options * DIVERSITY IN DATA & ANALYTICS HARNHAMS 2020 REVIEW - page 10 - For more information visit us at - There is no clear cut way to so
18、lve systemic issues of equality and representation but there are steps businesses can take to help improve their own Diversity and, just as importantly, Inclusion. However, here are a few steps that we have seen our clients take that have had a meaningful impact: Lead from the top down You will stru
19、ggle to make real change without diverse leadership. While monolithic executive teams may have the best intentions, without the input of diverse opinions, you can only achieve so much. Furthermore, companies with diverse boards outperform their competitors*. Create diverse project teams Diversity is
20、 not only important at leadership level, but also within projects themselves. Diverse teams are proven to show better results and their work is also more likely to diversify your customers and clients. Review interview panels Its a well- known fact that people tend to hire others that they see thems
21、elves in. By diversifying the people who conduct your interviews, businesses can help eliminate this internal bias. Train your interview panels In addition to diversifying your interviewers, it is wise to ensure they receive unconscious bias training and are aware of what bias they may bring to the
22、interview process. Create a culture that values inclusion Its impossible to highlight just how important inclusion is when looking to improve diversity. By creating a culture where all people feel like they have an equal voice, you are much more likely to retain a diverse team. Celebrate diversity B
23、y acknowledging and celebrating diversity, businesses can better align their teams and create an atmosphere where individuals dont feel left out. For example, firms can allocate money to Employee Resource Groups, bring in a diverse range of speakers, look to include gender pronouns in their email si
24、gnatures, and, most importantly, ask their teams what would make them feel better represented. Dont set finger-in-the-air objectives While effective when used right, Diversity quotas and targets can be a hindrance if they arent thought through. If you are going to set these, they should be well rese
25、arched and achievable. Otherwise, review softer objectives, such as how making efforts to improve diversity has impacted staff wellbeing, rather than looking to tick boxes. Be transparent For many businesses, improving diversity is still a learning curve. By being clear about what you are doing, and
26、 open to any feedback, your team will show more trust in you and are more likely to have their support in your efforts. DIVERSITY & INCLUSION OUR ADVICE 2020 *https:/hbr.org/2019/03/when-and-why-diversity-improves-your-boards-performance DIVERSITY IN DATA & ANALYTICS HARNHAMS 2020 REVIEW - page 11 -
27、 For more information visit us at - While there is no one-fits-all solution to improving an organizations diversity, we hope this report has hopefully offered some food-for-thought and guidance. Should you wish to ask for further information about any of the figures or topics referenced in this guid
28、e, please feel free to give us a call. You can reach us via any of the following channels: HarnhamData harnham OUR NEW YORK OFFICE 85 BROAD STREET, 18TH FLOOR NEW YORK, NY 10004 212 796 6070 OUR SAN FRANCISCO OFFICE 353 SACRAMENTO ST, 8TH FLOOR SAN FRANCISCO, CA 94111 415 614 4999 CONTACT HARNHAM US
29、A LONDON - BERLIN - SAN FRANCISCO - NEW YORK DIVERSITY IN DATA & ANALYTICS HARNHAMS 2020 REVIEW - page 12 - For more information visit us at - For further information on our services, or if you have any questions on the content of our Diversity Whitepaper please contact us at DIVERSITY IN DATA & ANALYTICS HARNHAMS 2020 REVIEW - page 13 - For more information visit us at -
sgpjbg002
工作日 8:30 - 17:30
会员动态：
报告分类
新质生产力
ChatGPT
新能源汽车
大模型
Sora
机器人
微短剧
芯片
薪酬
白皮书
低空经济
数据要素
创新药
人工智能
AI产业
信息科技
互联网
消费经济
汽车交通
电商零售
传媒娱乐
医药健康
投资金融
能源环境
地产建筑
传统产业
英文报告
其它
扫码登录
手机快捷登录
账号登录
