scottsmith91
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U.S. A research published by Equal Employment Opportunity Commission (EEOC) emphasized the questions of frequent diversity in the technology industry, "High -Tech, Low Inclusion: High Technical Workforce and Field Diversity, from 2014 - 2022,". The significant basis for black, Latin American, elderly and female workers continues despite the smaller benefits.
Eeoc.gov
Important results:
Gender inequalities: Women earned only 22.6% of the high -technical workforce in 2022, a percentage that has been relatively stable for about 20 years. As a whole, his presence in the US workforce is 47.3%, which is much higher than this.
Eeoc.gov
Consuleri and ethnic sub -samples: In technical industry, black and Latin American employees are particularly reduced and underestimated. In 2022:
Overall, compared to 11.6% of the US workforce, black employees created 7.4% of the workforce with high tacks.
Although they create a total of 18.7% population, Latin American employees created 9.9% of the workforce with high roofs.
Inequalities in age, eeoc.gov: People between the ages of 25 and 39 make 40.8% of the IT labor force, which is less than 33.1% of the total workforce. On the other hand, the percentage of more than 40 employees fell from 55.9% in 2014 to 52.1% in 2022.
Legal results:
According to anti-federal laws, such as the title of the Civil Rights Act VII and age discrimination in the Act, these inequalities lead to serious legal concerns. According to EEOC Research, the accusation of allegations of age, salary and genetic information discrimination is higher than other companies in the high -technical industry.
Hrdive.com
Possible ways to reduce inequalities:
Keep comprehensive programs for diversity, equity and inclusion (DE):
At each organizational level, create and implement the guidelines that support diversity.
To guarantee effect, evaluate and update them projects regularly.
Improve your efforts by hiring and maintaining employees:
Elevated in active recruitment from submerged groups of alliances with educational institutions and business associations.
Give sponsorship and advice to different personnel to help them increase their career.
Make payment capital audit frequently:
To find and fix payment inequalities, analyze regular compensation structures.
Make sure the requirements for lifting and promotion are clear.
Encourage an inclusive culture at work:
Train people in cultural ability and unconscious bias.
Encourage clear communication and install safe areas where employees can make complaints.
Create responsibility system:
Establish the purpose of quantitative diversity and update stakeholders on your progress regularly.
Keep the authorities responsible for creating a welcome environment.
Technical companies can reduce legal risks, promote creativity through different approaches and make these principles in practice and create a more inclusive workforce.
Eeoc.gov
Important results:
Gender inequalities: Women earned only 22.6% of the high -technical workforce in 2022, a percentage that has been relatively stable for about 20 years. As a whole, his presence in the US workforce is 47.3%, which is much higher than this.
Eeoc.gov
Consuleri and ethnic sub -samples: In technical industry, black and Latin American employees are particularly reduced and underestimated. In 2022:
Overall, compared to 11.6% of the US workforce, black employees created 7.4% of the workforce with high tacks.
Although they create a total of 18.7% population, Latin American employees created 9.9% of the workforce with high roofs.
Inequalities in age, eeoc.gov: People between the ages of 25 and 39 make 40.8% of the IT labor force, which is less than 33.1% of the total workforce. On the other hand, the percentage of more than 40 employees fell from 55.9% in 2014 to 52.1% in 2022.
Legal results:
According to anti-federal laws, such as the title of the Civil Rights Act VII and age discrimination in the Act, these inequalities lead to serious legal concerns. According to EEOC Research, the accusation of allegations of age, salary and genetic information discrimination is higher than other companies in the high -technical industry.
Hrdive.com
Possible ways to reduce inequalities:
Keep comprehensive programs for diversity, equity and inclusion (DE):
At each organizational level, create and implement the guidelines that support diversity.
To guarantee effect, evaluate and update them projects regularly.
Improve your efforts by hiring and maintaining employees:
Elevated in active recruitment from submerged groups of alliances with educational institutions and business associations.
Give sponsorship and advice to different personnel to help them increase their career.
Make payment capital audit frequently:
To find and fix payment inequalities, analyze regular compensation structures.
Make sure the requirements for lifting and promotion are clear.
Encourage an inclusive culture at work:
Train people in cultural ability and unconscious bias.
Encourage clear communication and install safe areas where employees can make complaints.
Create responsibility system:
Establish the purpose of quantitative diversity and update stakeholders on your progress regularly.
Keep the authorities responsible for creating a welcome environment.
Technical companies can reduce legal risks, promote creativity through different approaches and make these principles in practice and create a more inclusive workforce.