One study found that when men and women submitted blind applications or auditions for a job, a woman’s likelihood of getting the job increased by 25-46%. and for male veterans 3.5% — down from an average of 5.1% for both genders in 2016. Another study found 40% of employees who have experienced harassment, bullying or stereotyping led them to quit their job and seek alternative employment opportunities. *Participation rate is the sum of the employed and unemployed divided by total population from age 15 onwards (ABS 2020, Labour Force). And, more likely than not, they won't to stay at your company for very long, nor will they recommend your company as an employer of choice. Even though the majority of executives believe diversity and inclusion are important issues, 38% also believe CEOs are responsible for taking action. Nearly one fourth of employees shared they have experienced discrimination at their current place of work. If you thought last statistic was shocking, get this — only 4.1% of Fortune 500 CEOs are women. And in recent years, women’s participation in the workforce has dropped drastically to below 50% — for reference, their participation was above 80% in 2010. Gender-diverse companies that are in the top-quartile for gender diversity on executive boards are 27% more likely to have superior value creation. If you are looking for facts and statistics about women in the workplace, our newly released Women in the Workplace Report covers everything from women’s rights in the workplace, to gender discrimination, female representation in leadership positions, and the key obstacles which cause continued inequality for women in the workforce. by race and ethnicity, the statistics are drastically different. Unemployment Rates of Diverse Demographics, How Diversity & Inclusion Impact Revenue and Profits, How Diversity & Inclusion Boost Employee Performance, Racial and Ethnic Diversity in the Workplace, Importance of Diversity Among Job Seekers, Importance of Diversity Among Managers & Executives, predicted to increase to 37% of the U.S. population, historically underrepresented populations, a single ethnic or racial majority in the, more than three-fourths of the U.S. workforce, unemployment rate of people without a disability, people with less than a high school diploma, families who don’t have a single family member employed, one in five heterosexual married couple families, contrast between mothers and fathers in the workforce, 25.9% of heterosexual married-couple families are surviving on a single income, 21% more likely to outperform on profitability, Companies with significantly more racial and ethnic diversity, much more likely to meet their financial goals, an inclusive workplace culture actually does pay off, 83% of millennials are found to be actively engaged in their work, the average gender pay gap is 17%, and it ranges from 3% to 51%, global GDP could increase by $28 trillion, 3.5% more in earnings before interest and taxes (EBIT), much more likely to gain higher financial returns, 5.3% are named John and 4.5% are named David, women are gaining degrees of higher education, half of men see women as being well-represented at their company, 90% of senior leaders are men at the companies, see male executives as more apt at assessing risk, women make up less than a quarter of all CEOs, 30% more likely to be promoted from an entry-level position to a managerial position, women actually ask for pay raises just as often as men.