Fueling a diverse leadership pipeline with education
Leading the way:
The power of workplace diversity, equity, inclusion and belonging (DEIB) is widely recognized. But even with companies making bold promises for change, progress has been slow.
A diverse leadership team casts a powerful shadow on the path to achieve a DEIB vision. However, much work remains to fulfill these aspirations. Many organizations have diverse frontline workforces, but data shows that this doesn’t extend to more senior levels.
Leadership teams still lack diverse representation
85%
Executive level
85% held by White individuals
81%
73%
Senior managers
81% held by White individuals
Manager positions
73% held by White individuals
Source: Mercer 2022
This shortfall means companies are missing out on the proven benefits of a diverse leadership team — from increased innovation and business performance, to attracting and retaining a wider talent pool, as well as strengthening a company’s employer brand.
90%
of HR leaders feel their organization has been ineffective or neutral at increasing diversity representation.
Source: Gartner 2020
Discrimination, isolation and a lack of sense of belonging are factors that make it even more difficult for diverse workers to successfully get on the path to leadership.
Leadership is an uphill battle for diverse talent
This is especially true for people of color on the frontline, who are overrepresented in the U.S. frontline workforce and often feel those consequences more severely:
38%
70%
of frontline workers believe their company’s DEI commitment is more about appearance, rather than creating a more diverse workplace for employees.
of frontline workers want to be promoted, but only 4% successfully make the transition to a corporate role.
Source: Deloitte 2022
Source: McKinsey 2022
Women and LGBTQ+ employees face similar challenges:
women have left the workforce since 2020, further shrinking the talent pool for future diverse leaders.
1.5M
Source: Fortune 2022
Although LGBTQ+ women make up 2.3% of entry level employees, they only make up 1.6% of managers. This number shrinks to under 1% at higher levels of leadership.
Source: McKinsey 2020
of LGBTQ+ employees report experiencing discrimination in the workplace, such as being overlooked for promotions based on their sexual orientation or gender identity.
Source: UCLA 2021
4
in
1
Now’s the time for organizations to alter the course and take targeted action that addresses these challenges head-on.
Enter workforce education. Uplift historically underrepresented employees by supplying the necessary education and learning opportunities to build your people’s leadership skills for the next level by:
A diverse employee population excels best under a diverse leadership team, but depending solely on hiring for diversity can only go so far. To see real progress, it’s just as important to provide equal access to learning opportunities that nurture your existing employees’ career advancement.
Foster a diverse talent pipeline by prioritizing employee education
Providing mentorship and coaching opportunities
Removing financial barriers with tuition-free education
1
Designing learning paths that tie education to career outcomes
2
3
Providing mentorship and coaching opportunities
Removing financial barriers with tuition-free education
Designing learning paths that tie education to career outcomes
1
Uplift diverse talent by supplying the necessary education and learning opportunities to build your people’s leadership skills for the next level. Do this by:
2
3
With this approach, workforce education can expand your organization’s diverse talent pipeline and play a pivotal role in bridging the diversity gap in leadership. But only if you choose to take action.
Explore more DEIB resources at
Start making an impact today.
InStride.com
Yet, there is a way to make an impact — education.
White
Black/African American
Hispanic/Latino
Asian
Other race/ethinicity/multiracial
85
3
3
7
2
81
3
4
7
2
73
4
6
8
2
Executives
Senior Managers
Managers
2.3%
Enter workforce education.
*The numerical figures above correspond to the number of survey respondents.
InStride.com
Source: UCLA
of LGBTQ+ employees report experiencing discrimination in the workplace, such as being overlooked for promotions based on their sexual orientation or gender identity.
4
in
1
Although LGBTQ+ women make up 2.3% of entry level employees, they only make up 1.6% of managers. This number shrinks to under 1% at higher levels of leadership.
2.3%
Source: Fortune
women have left the workforce since 2020, further shrinking the talent pool for future diverse leaders.
1.5M
+
+
+
(Hover over for more information)
(Hover over for the numerical breakdown)
Source: McKinsey