Who are the best US employers for Diversity in 2021?

DiversityInc recently announced the top 50 US companies that stand out for hiring, retaining, and promoting women, minorities, people with disabilities, LGBTQ+, and veterans. Launched in 2001, their survey is arguably the most comprehensive, data-driven D&I analysis of some of the US’s largest employers.

Now in its 20th year, DiversityInc’s empirical assessment collects data across six key areas:

  • Leadership Accountability
  • Human Capital Diversity Metrics
  • Talent Programs
  • Workforce Practices
  • Supplier Diversity
  • Philanthropy

This year, the Hilton hotel group came top of the log.

Why do many companies still struggle with Diversity and Inclusion?

Did you know that in 2019, more CEO jobs at top companies in the US went to men named Jeffrey than to women?

It’s a common saying that: ‘birds of a feather flock together.’ Historically, employers tend to hire and promote people who look more like them. This is called ‘implicit bias.’ Without knowing it, we favor people like ourselves, maybe because we feel we relate best to them. The dark side of this ugly habit is workplace prejudice that results in race and gender disparities and major inequities when it comes to the professional development of minorities within company structures.

Why is Diversity so important in the workplace?

The world is changing. We cannot exclude previously marginalized minorities based on implicit bias any longer. Diversity and inclusion are therefore crucial components in modern business best practices and ethical conduct.

Awareness has helped redress this historical prejudice. Top companies are now legally and morally obligated to create diverse and inclusive talent pipelines that include employees from all walks of life.

What are the best practices for workplace diversity and inclusion?

Leader Accountability

It’s interesting to note that genuine accountability from senior leaders is core to the success and sustainability of DE&I strategies. Part of this comes down to inclusive talent development programs, but also using a diverse supplier chain that includes minority vendors.

Encouraging “Allyship”

Another key ingredient is practicing “Allyship” which is when people in positions of power and privilege develop insights and empathy for the plight of minority and marginalized groups. Allyship’s end goal is to create a company culture that allows minorities to feel respected, valued, and heard.

Does my company practice proper diversity and inclusion?

Are you holding yourself accountable as a workplace leader? Do you feel heard and valued as a minority employee?

Let us know in the comments section below. We’d love to hear your thoughts. Read more about the #DITop50 here.