Dive Brief:
- Most American workers in a new Randstad US survey said they favor a culturally diverse workplace, with 81% saying that they like working with people from different cultures and more than two-thirds agreeing to the hiring of foreign workers as long as domestic employees aren't replaced.
- The report also found that 51% of respondents said they would willingly relocate abroad at their employer's request. Most respondents said they would leave their country to work if the move would foster greater work-life balance, a much higher salary and a more meaningful career. The U.S.-based respondents chose the U.K., Canada and Australia as their top work destinations.
- "Our findings indicate a majority of Americans are open-minded about working alongside immigrant workers, especially if the skills in demand require looking outside of the U.S. workforce," Randstad US CHRO Jim Link said in a media release. "They appear to recognize the importance of U.S. companies staying competitive in a global marketplace and realize that a diverse workforce is a key driver for business sustainability."
Dive Insight:
More than a handful of sources have shown that organizations with diverse workforces perform better financially over time than less diverse organizations. One of the latest reports on diversity outcomes is from research analysts at The Wall Street Journal, who found that S&P 500 companies with diverse workforces performed better financially during a five- to 10-year period than firms with less diverse staff. In fact, the research results showed that diverse companies had an average operating profit margin of 12%, compared to the 8% profit margins of less diverse companies. One reason for the edge in financial performance among diverse companies is the tie between diversity and inclusion and innovation, other experts previously concluded. In short, inclusive cultures can bolster productivity and make organizations more financially competitive.
The pervasiveness of discrimination in the workplace may derail the best laid D&I plans. Evidence of this pervasive bias is presented in a recent Glassdoor survey; 3 in 5 U.S. employees polled said they experienced or witnessed discrimination at work. Based on these results, employers may want to include metrics in their D&I plans to measure the outcomes of their initiatives or otherwise risk allowing discrimination to disengage workers or force them to quit their jobs.
With talent shortages still presenting hiring challenges for employers, HR leaders can expand their talent pools to include untapped talent sources, such as people with disabilities. According to a Centers for Disease Control and Prevention study, 1 in 4 Americans have a disability, yet they remain a generally untapped source of talent. D&I initiatives can help address this inequity and make the workplace more reflective of the general population.
