The Top Three Most Ethnically Diverse Job Categories are Scientists, Engineers, and Bankers, According to Workforce Logiq’s New Diversity Benchmark Report
Workforce Logiq, a global provider of AI-powered workforce intelligence, technology, and services to large corporations, today released its Workforce Management AI-Powered Diversity Benchmark Report, an innovative analysis of professional and knowledge worker gender and ethnic diversity across geographies and job categories. The analysis is based on predictive insights from Workforce Logiq’s IQ Talent DiversitySM algorithm, a new tool that enables employers to identify diverse talent and delivers proprietary benchmarks to improve workforce diversity and human capital management strategies.
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“It’s time to up our game. We’re helping our organization and our clients tangibly improve employee representation and make a real business impact from diversity and inclusion initiatives — at no cost to them.”
Key findings from the report include:
- The top three markets to find diverse talent for in-demand remote jobs right now are San Jose-Sunnyvale-Santa Clara, Charlotte-Concord-Gastonia, and New York-Newark-Jersey City. These in-demand, fast-growing roles — sales development representatives, sales directors, and back-end developers, as identified by LinkedIn – are all typically below the national average for gender diversity.
- Hawaii, New Mexico, and California are the top three states for diverse talent pools with double the national average of available Black, Hispanic, and Asian-American professional and knowledge workers. Maine, West Virginia, and Vermont have the lowest percentages of diverse candidates, with diversity indexes of 76% or more below the national average.
- Scientists, engineers, and bankers are all above national averages for availability of ethnically diverse talent. Writers (-35%), religious workers (-30%), nurses (-24%), law professionals (-22%), and consultants (-19%) were all below the average, meaning it may be more difficult to recruit diverse candidates in these job categories.
- Women representation is currently high in nursing and healthcare, HR, and accounting, whereas construction (-73%), military (-71%), skilled trade (-60%), IT (-58%), and engineering (-70%) jobs all have below average availability of women workers.
- Increased demand is creating new opportunity for diversity and inclusion leaders. 32% of Directors of Diversity are likely to be open to an unsolicited recruitment message, with improved growth opportunities being the key driver of their willingness to leave a current position.
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“One of the biggest roadblocks to building a diverse organization is limited access to diversity and inclusion data. Many organizations lack basic visibility into how well they are performing, where they need to improve, and what success looks like, which makes real progress challenging,” said Dr. Christy Petrosso, Workforce Logiq’s Chief Data Scientist and Talent Economist. “We’re giving employers the real-time tools and predictive insights they need to ensure more diverse candidates are included at the front end of the recruiting funnel, and enabling workforce leaders to proactively benchmark their performance against the industry and competitors, and improve inclusive hiring and retention practices.”
Workforce Logiq’s new IQ Talent Diversity tool enables organizations to build bigger pipelines of diverse talent faster and more cost efficiently. The AI-driven algorithm predicts which candidates are most likely to have diverse backgrounds – gender, national origin, ethnicity, veteran status, and more – based on schools attended, interests, languages spoken, clubs, and country of origin, so organizations can attract and prioritize talent with the right skillsets from typically underrepresented communities. Employers can also use the intelligence to compare their company’s diversity hiring performance against industry, competitor, and national benchmarks.
“Diversity and inclusion initiatives in the contingent workforce industry have been slow to make an impact in the past because they have been too focused on spending with diverse suppliers, or worse, public relations. To drive real change, investments must go to initiatives that create inclusivity and diversity within the actual workforce,” said Jim Burke, CEO of Workforce Logiq. “It’s time to up our game. We’re helping our organization and our clients tangibly improve employee representation and make a real business impact from diversity and inclusion initiatives — at no cost to them.”
The predictive diversity insights are updated daily and based on Workforce Logiq’s proprietary recruiting database of 100 million candidates and 8 million U.S.-based companies. Organizations can segment the data by company, industry, geography, and job title, function, and level, including manager, director, VP, executive, and board. IQ Talent Diversity can be paired with Workforce Logiq’s Likely to Engage, Likely to be Contingent, and IQ Location OptimizerSM patent pending algorithms.
The diversity data is based on ethical AI practices and oversight, and does not use self-reporting data, any type of facial identification practices, candidate-level social media, or any personal, non-public information. The intelligence is intended for directional purposes to help guide pipelining activities; it is up to each recipient to ensure that the diversity data is used in strict compliance with applicable law.
This is the first release of IQ Talent Diversity, which is currently available in the U.S. Workforce Logiq will continue to invest in, improve, and expand the algorithm’s gender and ethnic diversity categories over time to meet the needs of the market.