- Hilton took the top spot on a 100 Best Workplaces for Diversity 2018 list, compiled by Great Place to Work and Fortune. The employer exhibited high representation in all demographic groups analyzed and took steps to fully include and develop all its employees, according to the groups. Rounding out the top five are Comcast NBCUniversal, Publix Super Markets Inc., Wegmans Food Markets, Inc. and Ultimate Software.
- Great Place to Work, a global people analytics and consulting firm, based its choices on analysis of the work experiences of women, people of color, LGBTQ workers, individuals with disabilities and those 54 years of age and older. An examination of the companies found that gender least impacted work experience, while differences in race/ethnicity, disability and sexual orientation affected workplace experience far more.
- In gender-related findings, however, women were 26 times more likely than men to believe their work has meaning and isn't merely a job, and men were 18 times more likely than women to think everyone has a chance to receive special recognition.
"Best place to work" lists can help employers gauge their own employee value proposition, with a focus on diversity and inclusion efforts, positive worker experiences and employee recognition.
Many diversity goals focus on numbers, rather than how individuals are treated and whether everyone has the same opportunities for growth and advancement. Diversity is ineffective without inclusion, experts say; employers must strive for both if they want an innovate staff that's representative of society. Major tech companies notoriously struggle with diversity, with challenges rooted in poor pipelines and lack of access to opportunity for people of all backgrounds. Efforts in that industry have stalled somewhat, previous reports showed, partly due to "diversity fatigue." And although the "best place to work" companies represent various industries, some tech giants are falling in the rankings.
Employers working to create a diverse and inclusive workplace — or broaden existing efforts — need to be transparent about policies and keep an eye out for blind spots, among other things, experts previously told HR Dive.