Report: Using Company Culture Transparency to Build a More Diverse Workforce
According to recent research from the World Economic Forum, women around the world will have to wait 217 years for the differences between pay and employment opportunities available to them and to men to disappear. So while the heightened profile of the conversation surrounding inclusion and diversity and how women are treated in the workplace is encouraging, we still have a long way to go before we can reach equality.
But that’s no reason not to take action now. Indeed is dedicated to helping organizations address this challenge, so we’re partnering with three review websites that focus on inclusiveness in the workplace — Fairygodboss, InHerSight and Comparably — to offer enhanced information through our Company Pages to anyone interested in evaluating the diversity and inclusiveness of employers today. Via Fairygodboss and InHerSight we will have more reviews and ratings by women for women, and through Comparably we will provide a diversity score for employers.
Our goal? By incorporating more insight and ratings from women, we will boost transparency and accountability on this issue, while providing a resource for employers interested in creating more diverse workplaces. We also intend to empower job seekers to find a workplace that understands and supports their needs.
But that’s not all: To provide still more resources to employers who are looking to attract and retain more diverse workforces, we conducted a study of 1000 women in tech, a field which has long struggled with diversity and inclusion issues (but where employers are increasingly dedicated to finding solutions), to get insights into their needs and wants when considering a job—and what is and isn’t working for them at their employers. Taken together, this information can help companies boost their efforts at improving inclusion, while also enabling them to build an employer brand that will better work towards recruiting and retaining talent, with the ultimate goal of making the world a more equal place.
Here’s what we found.
Health insurance is the #1 priority for over two thirds of women
Salary is a key motivator when a candidate considers a new position, of course. But which other factors matter to women in tech when they are considering new job opportunities?
Top of the list is health insurance, which 68% of respondents named as important. Just over half (52%) chose vacation time, which should come as no surprise given Americans’ strenuous work schedules. Meanwhile, 46% of respondents chose bonuses and regular raises, 37% selected regular time off and just 26% cited retirement planning.
These priorities changed slightly when we broke the results down by generation. For example, vacation time was most significant to Baby Boomers and Gen Xers, with more than 55% women ages 45-54 naming it as an important factor, compared to just 45% of respondents ages 16 to 24, a difference that might be attributable to the desire of younger workers who are less established in their careers to make an impact.
More than half of respondents (52%) who’ve been working in tech for…