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July 2014

Diversity Jobs Index and Report

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July 2014 Diversity Jobs Index and Report

African Americans: Young, Educated And… Unemployed?The Quest for Visibility and Access Continues among African American Job Seekers

Dreams Deferred

In the classic American movie, “The Color Purple,” which explores the life and trials of a young African American woman growing up in the 1900’s, the main character Celie Johnson proclaimed, “I’m poor [and] Black…but dear God, I’m here!” While there are other, possibly more famous, lines from the movie, the message is apropos to the employment situation facing many young, educated African Americans today. Why? The quote illustrates the need among Black professionals to be recognized and given equitable opportunities for employment—in spite of what potential employers may presume based on color. To her credit, Celie was the best couturier in the county. But this valuable skill was unknown to others until she left the farm to open her own, highly profitable haberdashery.

When it comes to having a fair shot at the “American Dream,” education has long been hailed the great equalizer. If you “keep your nose to the grindstone, be a good citizen and get a college education, opportunity awaits!” many are told. Unfortunately,

Last month’s Diversity Jobs Report (DJR) explored the absence of women and minorities employed in the information technology (IT) sector. Sparked by a recent call to arms in an open letter from Civil Rights leaders, news headlines shed light on Silicon Valley’s diversity problem. Since then, several tech giants (including Google, Facebook, Yahoo, LinkedIn, etc.) have released their EEO-1 reports and issued statements regarding current or impending diversity initiatives. While the public declaration that diversity matters is a worthy first step, the reports simply reaffirmed what many suspected all along: employment for African Americans, Hispanics and Women in IT (in both technical and non-technical support roles) is indeed lacking.

Although over 271,000 jobs were available this month, African American’s experienced a decrease in employment in every region and industry, while all other diverse groups (women, Hispanic Americans, Asian Americans, veterans, people with disabilities and LGBT) saw an increase in employment. Included in these numbers are young, Black candidates (ages 22-27) with college degrees.

The July DJR explores this status quo with specific regard to the employment situation for African Americans beyond the IT sector. In particular, the report outlines data to help demystify the perceived challenge of identifying and recruiting top Black candidates.

PUBLISHER’S CORNERKevin M. WilliamsChief Marketing OfficerProfessional Diversity Network

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for young African Americans, the promise of acquiring gainful employment upon graduation has increasingly become a dream deferred.

According to the most recent data from the U.S. Department of Labor, the monthly unemployment rate for African Americans is nearly double that of whites, regardless of education level. A look under the hood reveals this employment gap continues to widen, evidence that earning a college degree no longer guarantees access to “good paying” jobs. Even in high-growth sectors, such as technology and healthcare, African Americans face the problem of visibility and access—key factors in gaining consideration for a job.

The economic gains that come from earning a bachelors degree are well documented. U.S. Census Bureau data shows that college graduates earn almost twice as much as high-school grads over the course of their careers. In 2013 (the most recent full year of data available), 12.4% of Black college graduates between the ages of 22 and 27 were unemployed. And while the ideal situation is to employ every American, compared to all college graduates in the same age range (5.6%), the rate for Blacks is more than double.

In recent years, research has also focused significant attention on the benefits of STEM (science, technology, engineer ing and mathematics) majors and their perceived advantages in the labor market. African American college graduates in STEM majors have fared somewhat better, but still suffer from high unemployment and underemployment rates.

Inclusion from the Top Down

Though well intentioned, many companies hold to the myth of a “pipeline problem” to explain why

they recruit and hire so few African Americans. Rather than a limited quantity of educated candidates, data suggests a culture lacking inclusion and the misguided belief that “there are just not enough qualified African Americans” in certain industries. In this instance, leaders have a real opportunity to reframe the narrative around diversity by implementing a policy of inclusion.

Historically, African American employment has indexed high in the government sector, but those numbers have faltered as well. In what many call a sweeping move, President Barack Obama signed two executive orders (EO) regarding equality in the workplace. Among other things, the first requires a government-wide plan to recruit, hire and train diverse federal employees. The second EO, which many assumed was an existing policy, forbids companies that do business with the federal government from discriminating against employees on the basis of sexual orientation or gender identity. As demonstrated by the President, ensuring a culture of diversity and inclusion must begin from the top down.

Why Inclusion? Why Now?

Every organization is different and possesses a unique internal culture. However, with the exception of non-profits, the mandate of all CEOs is consistent—to increase revenue, improve operational efficiencies, and increase time-to-market for their products and services. While affirmative action continues to hold a stigma, increasingly organizations understand how diversity can positively impact the bottom line. Beyond the typical case for why inclusion is “the right thing to do,” consider the fact that a diverse set of employees can offer a competitive advantage.

As outlined above, leaders within an organization must implement a strategic business policy that empowers hiring managers. Second (and undoubtedly not an easy task), employers must understand that recruiting qualified, diverse professionals requires communicating in a manner that is respectful and motivating. Collectively, this

“...the monthly unemployment rate for African Americans is nearly double that of whites, regardless of educational level.”

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approach can help companies accelerate their workforce diversity goals and ultimately win in the marketplace.

Taking a queue from Celie, The Color Purple’s heroine, forward leaning CEOs, government agencies and captains of industry can send a clear message: young, educated Black professionals not only exist, but also deserve equitable opportunities for employment. By taking advantage of this untapped pool of diverse talent, businesses and organizations can undoubtedly thrive.

June 2014 Diversity Jobs Index

The Diversity Jobs Index for the June 2014 report is 51.82, indicating a 3.46% decrease in demand for diverse talent as compared to the previous month.

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Employment Data by Segment

Diversity Jobs Report

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20  

40  

60  

80  

100  

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All   African  American  

Hispanic   Asian   Disabled   Women   Veteran  

Millon

s  

Unemployed      

Full@me      

ParBme      

Total  Employed  Labor  Force  

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Unemployment Rate by Segment

Employment Demographics by Education

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20  

40  

60  

80  

100  

120  

140  

160  

All   African  American  

Hispanic   Asian   Disabled   Women   Veteran  

Millions  

No  College  Degree  

Bachelors  Degree  or  Higher      

0%  

2%  

4%  

6%  

8%  

10%  

12%  

14%  

All   African  American  

Hispanic   Asian   Disabled   Women   Veteran  

Unemployment  Rate  

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Employment Demographics by Industry

Employment Demographics by Region

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14  

16  

New  England       Mid  Atlan5c       Midwest       North  Central       South  Atlan5c       South  Central       Southwest       West       Pacific      

Millons  

African  American  

Hispanic  

Asian  

Disabled  

Women  

Veteran  

0  

5  

10  

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20  

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Agriculture  Forestry  Fishing  and  Hun9ng      

Mining      

Construc9on      

Manufacturing      

Wholesale  and  Retail  Trade      

Transporta9on  and  U9li9es      

Inform

a9on      

Financial  Ac9vi9es      

Professional  and  Business  Services      

Educa9onal  and  Health  Services      

Leisure  and  Hospitality      

Other  Services      

Public  Administra9on      

Millons  

African  American  

Hispanic  

Asian  

Disabled  

Women  

Veteran  

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What the Numbers Mean

Diversity Jobs Index:• From May to June there was a slight increase in full time employment for diverse candidates.

Specifically, overall demand for all diverse talent increased with the exception of African Americans, which declined in employment.

Diversity Jobs Report:• An analysis of June’s DJR data indicates the level of unemployment by workforce segment, clearly

demonstrating disparities compared to the national average, which is 6.12%. For example, the unemployment rate for all diverse candidates in the nation is slightly higher at 7.04%. However, the unemployment rate for African Americans is nearly double the national average at 11.38%.• Note: African Americans make up 22.38% of the total unemployment population.

• We see a similar condition in the Hispanic segment and contrasting data in other segments as illustrated below:

Diverse Workforce Labor Market Statistics

0%  

5%  

10%  

15%  

20%  

25%  

30%  

35%  

40%  

45%  

50%  

African  American  

Hispanic   Asian   Disabled   Women   Veterans  

%  Of  Overall  Workforce  

Unemployment  Rate  

%  of  All  Unemployed  

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Key Highlights

African Americans comprise 11.98% of the total workforce.

African Americans are still strongly represented in the Public Administration sector and make up 16.8% of the overall labor force in this sector during May. However, this segment continues to be woefully underrepresented in the Financial Activities sector and make up only 8.25% of the overall labor force in this sector during May.

Hispanics comprise 16.2% of the total workforce.

Hispanics continue to be a driving force in the Hospitality and Leisure sector and make up 21.9% of the overall labor force in this sector during May.However, as with other diverse segments, Hispanics are just about absent and strongly underrepresented in the Information sector and make up only 9.3% of the overall labor force in this sector during May.

Women comprise 48.1% of the total workforce.

Not surprisingly, Women are strongly represented in the Education and Health Services sector and make up over 76.3% of the overall labor force in this sector during May.Women are underrepresented in the Transportation and Utilities sector and make up 23.9% of the overall labor force in this sector during May.

Veterans comprise 6.1% of the total workforce.Veterans remain strongly represented in the Public Administration sector and make up 14.3% of the overall labor force in this sector during May. However, Veterans are strongly underrepresented in the Education and Health Services sector and make up only

3.5% of the overall labor force in this sector during May.

Disabled Persons comprise 3.6% of the total workforce.

Disabled persons are strongly represented in the Agriculture sector and make up 7.15% of the overall labor force in this sector during May.However, Disabled persons are strongly underrepresented in the Financial Activities sector and make up only 2.5% of the overall labor force in this sector during May.

For additional information about the data and methodology, please click here.

The New Reality: Diversity as An Edge

The changing face of American demographics has impacted the overall composition of its labor force, particularly in urban centers. Businesses and organizations that embrace diversity in its employment practices have reaped the benefits by moving beyond the original mandate, which was simply about “meeting quotas” to curb discrimination. As U.S. corporations seek to innovate in key growth industries (such as technology, healthcare and automotive), identifying and recruiting top diverse talent will continue to offer employers a competitive advantage. Women, ethnic minorities, veterans, disabled persons and LGBT professionals are increasingly educated with specialized skills that add value in mid to senior level positions. Although many continue to struggle with networking skills, diversity recruitment platforms like Professional Diversity Network offer diverse candidates a unique opportunity to develop networking relationships for the purpose of mutual professional development. Increased access to this growing group of professionals offers good news for employers that value diversity.

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About Professional Diversity Network

As America’s leading relationship recruitment network for diverse talent with over three million registered users, including: Veterans, African Americans, Women, Hispanics, Asians, Disabled Persons and LGBT professionals. Professional Diversity Network is committed to providing employers who value diversity and inclusion with access to diverse professionals via online recruitment communities and integration with leading professional organizations. Our mission is to provide economic opportunity to all Americans. By efficiently connecting diverse talent with employers, we seek to attack the wealth gap in this country.

We believe that by providing free access to online affinity networking communities for professionals, we can help diminish the professional network gap that is limiting career opportunities for millions. Professional Diversity Network has created online communities for diverse talent that enable professionals of common cultures and interests to connect with the purpose of working towards a common goal of professional development.

In an effort to connect employers who value diversity with diverse talent, Professional Diversity Network provides career services to many of the nation’s leading professional diversity organizations. Organizations like the NAACP, National Urban League, National Black MBA Association and the Association of Latino Professionals in Finance and Accounting, as well as numerous other leading not for profit diverse professional organizations, all use Professional Diversity Network’s relationship recruitment affinity networking and job board to power their career centers. In addition to our significant online presence, we also conduct approximately 20 annual professional networking conferences focused on career development seminars and networking opportunities to promote engagement between recruiters and candidates in a unique

face-to-face setting. We deliver significant diverse applicant flow to employers who have affirmative action plans, ensuring recruitment value for their compliance budgets. Professional Diversity Network has a suite of products and services designed to address upcoming Office of Federal Contract Compliance Programs (OFCCP) regulatory requirements in a manner that delivers proof positive evidence of an intensive diversity outreach campaign. Results are defined in an annual effectiveness assessment report: detailing job views, apply starts and engagement points such as recruitment advertising.

“While technology provides the foundation for what we do, it’s just one part. Through our compliance consulting practice, targeted networking events, job fairs and executive roundtables, we create an ecosystem that ultimately helps our members identify great career opportunities, and supports our clients’ ability to reach their diversity goals faster.”

- Kevin M. WilliamsChief Marketing Officer

Professional Diversity Network

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For more information about the Diversity Jobs Index and Report, please contact:

Kevin Williamskwilliams@prodivnet.comChief Marketing Officer

For more information about Professional Diversity Network’s products and services, please contact:

Dan Sullivandsullivan@prodivnet.comChief Revenue Officer

Office:

801 W. Adams St.Ste. 600Chicago, IL 60607

Professional Diversity Network DIVERSITY JOBS REPORT AND DIVERSITY JOBS INDEX is provided in partnership with Job Search Intelligence (JSI). JSI’s data are principally derived from: U. S. Department of Labor, U. S. Bureau of Labor Statistics, U. S. Census Bureau, U. S. Equal Employment Opportunity Commission, National Center for Education Statistics, U. S. Bureau of Economic Analysis, U. S. Federal Reserve, and proprietary resources. All data and methodologies are protected by copyright, patents and pending patents. All rights reserved.

Job Search Intelligence, LLC is the primary data provider for ETC. JSI provides the following statement regarding its sources of data: The data are derived from over 50 different data sources within government agencies and educational institutions. These sources include and are not limited to: U. S. Department of Labor, U. S. Bureau of Labor Statistics, National Center for Education Statistics, U. S. Census Bureau, Common Data Set Initiative, U. S. Equal Employment Opportunity Commission, U. S. Bureau of Economic Analysis, U. S. Federal Reserve. All data and methodologies are protected by copyright, patents and pending patents. All rights reserved.