The world of work is completely different from what many expected a few years ago. Offices are struggling to fill, employees are struggling to fill, and young workers don’t put up with something like exclusion or injustice.
That’s why people are quitting their jobs. In other words, the entire workforce. However, new research shows that there are categories of talents that are still largely undeveloped, but may be uniquely suited to drive progress in climates that require greater cultural sensitivity: color. Woman.
According to a new study by business leader and co-authors Bonita C. Stewart and Jacqueline Adams entitled “Women of Unexplored Colors: Multipliers of Talented Power”, women of color are multipliers of power and have abilities. Means to help an organization achieve its goals and exceed expectations.
But first, companies need to hire them.
“The reality of colored women in today’s business is that they are incredibly ready and are looking for opportunities to actively expand,” said Google’s Vice President of Global Partnerships, Investing. Stewart, who is also a board partner of the tech company’s Gradient Ventures fund, said. The future of AI. “Their level of self-confidence and ambition is unstoppable despite the essential scrutiny. 68% of the Black Millennial generation and 73% of the Latin Millennial generation find another job” easily “. I felt that I could do it.
“The story of caution is actually for managers who neglected to create fairer lenses for assessing talent when hiring and promoting within an organization,” she continued. “Jackie and I advocate enhanced competence training for managers to move from IQ and EQ to CQ development. This opens up true’untapped’ talent and potential within the organization. It is “cultural intelligence” for recognition. “
In terms of diversity, this study found that women of color are still by far the “only”, despite their promise to do more, better, and faster in the last two years. ..
Forty-six percent of black women surveyed in the 2021 survey, always or frequently, state that they are the only person of professional race. This is the third study by Stewart and Adams, and the first was published in the book Blessing: Women of Color Take the Lead and Prosper in 2020. .. By 2020, that number was 46% among black women and 47% in 2019, proving that they rarely changed their professional presence in two years. ..
Among Latin women, 41% were identified as “only” (compared to 36% in 2020 and 41% in 2019). For Asian women, 42% feel that they are racially working alone (40% in 2020 and 39% in 2019). Adding context, it can be said that only 15% of white women are the only person in their race in a professional environment (this is compared to 16% in 2020 and 15% in 2019). Will be).
And when it comes to the phrase “generational diversity,” co-authored to address generational differences in workplace diversity, the issue of uniqueness among millennials is even more serious. In contrast to an average of 46% across generations, 55% of black millennial women are job-only. Forty-five percent of Latin women do not see others who look like themselves at work. Forty-four percent of Asian women say the same thing (as opposed to 21% of millennial Caucasian women).
Studies show that a millennial-only surge should “issue a new warning to administrators.”
“According to the U.S. Census, millennial and Gen Z colored workers are likely to be the majority within the next six years. The 2021 survey on Onlys requires managers to take generational diversity seriously. We are further examining the co-author’s previous warnings about “.” “Now is the time to hire young women of these colors, look for their potential, promote them and make them feel welcome. It’s time to take advantage of this pool of untapped talent. Women of these colors are assets. In particular, the results of this study show that black and Latin millennial women are the most innovative, releasing new and cutting-edge technologies. This is because they continue to show that they “know first” at times. “
When it comes to innovation, of the approximately 4,300 respondents to the survey, 44%, especially the Black Millennial generation, said they always knew first when new and cutting-edge things would come out. I am. While 42% of Latin women and 33% of Asian women said the same thing, 38% of millennial white women believed they were true.
As their confidence and knowledge of their talents grows, many of the colored women in business feel they are in control of their professional life and are willing to leave something that is no longer useful to them. 67% of black women say it is relatively easy to find another job compared to 65% of Latin women, 65% of Asian women and 65% of white women.
Not surprisingly to those who continue to experience it, systemic bias is still a prevalent plague. 60% of black women strongly agree that there is widespread systematic prejudice against people of color, compared to 41% of Latin women, 34% of Asian women and 38% of white women. Did. There seems to be a brighter light of hope among Black Millennial women. Fifty-three percent said systemic bias was widespread in 2021, down from 68% in 2020.
Both black and Latin women reported that it was much more comfortable to talk about racial issues (both Asian and white women became uncomfortable between 2020 and 2021). 32% of black women and 25% of Latin women still feel their contributions are seen more skeptical for their race (feeling similar to 21% of Asian women) Compared to 16% of white women).
Notable in the findings is that Asian women reported “significantly different experiences” than women of other colors. Satisfaction with their careers is declining. Only 30% of Asian women (down from 39% in 2020) feel they have the opportunity to do a meaningful job (compared to 51% of black women and 47% of Latin women). Nonetheless, the number of Asian women surveyed felt they could quit their jobs next year (23% compared to 34% for black women and 29% for Latin women).
“When it comes to promotion, Asian women were most likely to feel stagnant, and all other colored women were much more likely to say they were growing,” the study said. .. “The gap between Asians and black / Latin women widened last year.”
Only 13% of Asian women feel that the outlook for colored races is heading in a positive direction, compared to 24% of black women and 26% of Latin women. Only 7% of Chinese-American women felt particularly positive about the outlook for colored races.
“Given the pessimism of Asian-American female desk workers, especially China’s heritage, the impact of COVID-19 and the surge in hate crimes on the Asian-American community cannot be ignored,” the report said. increase. “For colleagues and managers, the meaning of this data is simple. Increased empathy and cultural awareness is to create a sense of psychological safety both inside and outside the workplace and is paramount to the well-being and prosperity of all. . “
In this new climate, managers need to adapt to many things and quickly. But they can’t help it.
“All of the underlying social and business forces contribute to the speed at which managers have to adjust, and these trends are the investment of companies that embrace and nurture a pool of fast-growing colored women. We continue to support the improvement of profitability, “the study said. “Increasingly, the untapped talent of colored women is seen as a multiplier for the power of progress and profitability in the US and global economies.”
Over the last quarter century, Stewart and Adams now argue that cultural intelligence is what leaders need for a successful role in emotional intelligence. A new cultural environment. “
Both are required, but the report says: People with high cultural intelligence are accustomed to the values, beliefs and communication styles of people from different cultures. They use this knowledge to help build relationships with others with empathy and understanding. “
What are some of the action items for a company looking to succeed with this cultural sensitivity and thus the long-term sustainability of its business? Evaluate talents that are sensitive to cultural differences. Make sure there is no bias in the workplace process to reduce over-scrutiny. According to the report, it provides constructive communication and engages black and Latin women in creating innovative solutions, special projects and exploring different perspectives.
The study emphasizes that in order to harness the talents of colored women, companies need to make sure they understand what it takes to develop leaders and speak out within the organization. It also requires women of colors that support each other in the workplace, and will continue to move forward with all its might, despite the systematic reality.
“Next year, I look forward to seeing the continued progress of colored women in business,” Adams said. “Sponsorship of research under the leadership of Google’s Chief Diversity Officer, Melony Parker, is a test of our findings on the importance of increasing generational diversity and manager training. Shows infinite confidence and acts on their beliefs. With each passing day, there is increasing case evidence of colored women paying attention to Bonita and my central message. We’re actually teaming up. I’m backed by the optimism of the poet Maya Angelow, who faced the challenge. “Still, like the air, I’ll stand up.”
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