![]() 53% of Black families have either a single mother (41%) or single father (12%) single mothers head 25% of Hispanic families, while 12% are led by single fathers. 4 This is true even if they live in a two-income household, which is often not the case. Black and Hispanic families earn 61 cents on the dollar of white families and are twice as likely to live in poverty-alarming numbers that haven’t improved much since the 1970s. People of color are more likely to have low-wage, blue-collar jobs and have to work longer hours to make ends meet. 4 They get work-life perks that other employees don’t receive their needs such as childcare spots, flexible office hours, and time off of work are accommodated, while workers who have jobs perceived by management as easy to fill often get penalized for taking even one sick day. People in highly paid, white-collar jobs, most of whom are white men, have always had better options and more work-life support than blue-collar workers. 4 This unjust disparity makes sense when you look at the data just 41% of organizations said they have a formal DEI policy, and only 42% of those organizations have a documented process in place to enforce it. Unfortunately, the people who face the biggest work-life challenges and need work-life services the most-women and people of color-are the least likely to get it. 3īut to achieve work-life balance, employees need work-life support. 2 56% of workers said they’d change jobs if it meant having better work-life balance. Increased pay, flexible hours, and the ability to work remotely are, in that order, the top three priorities of U.S. The racial disparities of work-life support in the workplace ![]() In part one of this two-part series, we’ll look at the disparities people of color face at work and how women taking on the bulk of caregiving responsibilities affects gender and racial diversity in the workplace. There’s an undeniable need for organizations to offer work-life benefits-and a strong business case for doing so. For employees, specifically women and people of color, the lack of meaningful action to improve equity and inclusion in the workplace has far-reaching consequences on their mental and physical health, career trajectory, financial stability, and many other areas of their personal and professional lives. Diversity is often the only thing people have paid attention to. ![]() However, these positive perceptions and public-facing commitments aren’t necessarily indicators of real DEI progress. 81% of respondents see DEI initiatives as beneficial to their organizations, and 71% reported that their organizations are doing more than just meeting compliance requirements. 1 According to Culture Amp’s 2022 Workplace DEI Report, 85% of HR and DEI professionals surveyed believe their organizations are building a diverse and inclusive culture. In fact, as of July 2022, all Fortune 100 companies have publicly committed to DEI. Though always considered a critical part of the employee experience, diversity, equity, and inclusion (DEI) initiatives have gained traction in the last couple of years. ![]()
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