2018 Trustee & Employee Diversity Update. June 2018

Size: px

Start display at page:

Download "2018 Trustee & Employee Diversity Update. June 2018"

Aileen Leonard
5 years ago
Views:

1 2018 Trustee & Employee Diversity Update June 2018

2 Highlights at a Glance Established DEI Task Force & Steering Committee DEI Transparency: posted demographic data publicly Defined diversity, equity and inclusion Recruitment Focus continued to ensure recruitment strategy supports diversified workforce Policies and practices Continued focus on incorporating DEI Disability audit of recruitment practices and policies Integrating disability inclusion in our work

3 2018 DEI in Focus Global DEI audit launched DEI Guiding Principles developed and shared Learning opportunities for staff 2018 gender dynamics Goal Implementing initial recommendations from DEI & Disabilities audits Diversity recruitment

4 Diversity Highlights TRUSTEES STAFF Half are women and more than half are people of color (POC) 5 YEAR TREND Strong overall representation of women and POC High promotion and transfer rates for women Higher percentage of women represented in program vs. operations POC accounted for higher percentage of staff in program and half of staff in operations Strong overall representation of POC in transfers and new hires Generation X makes up half of the Ford population; millennial representation continues to grow

5 Diversity Areas of Opportunity Women hold the majority of positions in the foundation, yet only 2 out of 8 serve as VPs. Work to strengthen the numbers of women in leadership roles throughout the organization. With turnover, boost hiring of women in the regional offices that are experiencing a downward trend. The number of POC departing the foundation in trended up. Boost internal opportunities for promotions and advancements of POC. Continue to focus on the appointment of POC throughout the foundation, especially in senior leadership/director roles.

6 Appendix

7 Active Staff at Year End Year End Designation US Citizen Non-US Citizen Total US-Paid Staff Overseas Local Staff Total Staff Year End Designation US Citizen Non-US Citizen Total US-Paid Staff Overseas Local Staff Total Staff

8 Global Staff Snapshot at Year End GLOBAL STAFF BY CITIZENSHIP US CITIZENS BY RACE / ETHNICITY* White 64% U.S. Asian 36% Non-U.S. 17% 12% Black or African American Hispanic or Latino 6% Two or More Races * All US Citizens Globally GLOBAL STAFF BY LOCATION NON-US CITIZENS BY REGION 39% Asian 63% NY-based 33% African & Middle Eastern 37% Overseas-based Latin American 6% U.S.

9 GENDER REPRESENTATION Croner* 36% 36% 40% 45% 50% Trustees 5-Year Trend 64% 64% 60% 53% 55% 50% RACE / ETHNICITY Croner* 37% 43% 43% 43% 78% 78% 63% 57% 57% 57% *Croner = The Croner Company conducted a survey sponsored by Ford Foundation and gathered data about current and emerging practices around diversity, equity and inclusion ("DEI") policies and practices among 19 large foundations (with assets greater than $2 billion), excluding Ford Foundation.

10 Gender Overview at Year End - All Staff ACTIVE STAFF PROMOTIONS AND TRANSFERS 58% 42% 80% 20% Note: 26 promotions/transfers overall in ; 21 female and 5 male. TURNOVER NEW HIRES 56% 44% 61% 39% Note: 42 total terminations in ; 30 voluntary terminations (13 male and 17 female) and 12 involuntary terminations (5 male and 7 female). Note: 62 hires overall in ; 38 female and 24 male.

11 Gender Representation ALL STAFF Croner* 68% 32% 58% 42% 58% 42% 58% 42% 58% 42% 61% 39% *Croner = The Croner Company conducted a survey sponsored by Ford Foundation and gathered data about current and emerging practices around diversity, equity and inclusion ("DEI") policies and practices among 19 large foundations (with assets greater than $2 billion), excluding Ford Foundation.

12 Gender Representation EXECUTIVE LEADERSHIP TEAM 78% 78% 78% 78% 78% DIRECTORS 53% 53% 50% 61% 50% 53% 39%

13 Gender Representation PROGRAM OFFICERS Croner* 72% 28% 66% 34% 61% 39% 64% 36% 65% 35% 63% 37% *Croner = The Croner Company conducted a survey sponsored by Ford Foundation and gathered data about current and emerging practices around diversity, equity and inclusion ("DEI") policies and practices among 19 large foundations (with assets greater than $2 billion), excluding Ford Foundation.

14 Gender Overview at Year End Ops/Program Comparison GENDER IN OPERATIONS (ALL STAFF*) GENDER IN PROGRAM (ALL STAFF*) 53% Male 28% Male Female 72% Female GENDER IN OPERATIONS (NY-PAID STAFF) GENDER IN PROGRAM (NY-PAID STAFF) Male 34% Male 53% Female 66% Female * Includes regional office staff.

15 Race / Ethnicity Overview at Year End - U.S. Only ACTIVE STAFF PROMOTIONS AND TRANSFERS 19% 12% 3% 1% White Asian Black or African American Hispanic or Latino Two or More Races Native Hawaiian or Other Pacific Islander 60% 15% 15% 10% White Asian Black or African American Hispanic or Latino Note: 20 promotions/transfers in NY. TURNOVER NEW HIRES 34% 32% 17% 15% 2% Black or African American White Asian Hispanic or Latino Two or More Races 26% 26% 24% 3% 3% Black or African American White Asian Hispanic or Latino Native Hawaiian or Other Pacific Islander Two or More Races Note: Turnover Rate is 10.5% based on 29 terminations in NY. Note: 40 new hires in NY.

16 Race / Ethnicity (U.S. Only) OVERALL STAFF Croner* 50% 52% 70% 53% 53% 53% 50% 48% 30% Croner* 70% 9% 12% 6% 3% 13% 3% 1% 19% 12% 4% 20% 4% 50% 16% 19% 4% 52% 16% 3% *Croner = The Croner Company conducted a survey sponsored by Ford Foundation and gathered data about current and emerging practices around diversity, equity and inclusion ("DEI") policies and practices among 19 large foundations (with assets greater than $2 billion), excluding Ford Foundation.

17 EXECUTIVE LEADERSHIP TEAM Race / Ethnicity (U.S. Only) 67% 33% 67% 33% 67% 33% 67% 33% 44% 56% 67% 67% 67% 67% 44% 12% 44%

18 Race / Ethnicity (U.S. Only) DIRECTORS 55% 53% 55% 45% 45% 69% 74% 31% 26% 55% 24% 3% 53% 26% 3% 55% 21% 17% 7% 69% 12% 12% 7% 74% 13% 9% 4%

19 PROGRAM OFFICERS Race / Ethnicity (U.S. Only) Croner* 30% 31% 33% 31% 29% 61% 70% 69% 67% 69% 71% 39% Croner* 61% 15% 10% 8% 4% 1% 30% 19% 10% 5% 31% 19% 19% 19% 12% 33% 20% 16% 20% 31% 23% 15% 19% 12% 29% 21% 21% 16% 13% *Croner = The Croner Company conducted a survey sponsored by Ford Foundation and gathered data about current and emerging practices around diversity, equity and inclusion ("DEI") policies and practices among 19 large foundations (with assets greater than $2 billion), excluding Ford Foundation.

20 OPERATIONS MANAGERS Race / Ethnicity (U.S. Only) Croner* 75% 25% 64% 36% 65% 35% 63% 37% 60% 40% 56% 44% Croner* 75% 13% 4% 5% 64% 24% 8% 4% 65% 5% 8% 63% 10% 5% 60% 28% 8% 4% 56% 28% 8% 8% *Croner = The Croner Company conducted a survey sponsored by Ford Foundation and gathered data about current and emerging practices around diversity, equity and inclusion ("DEI") policies and practices among 19 large foundations (with assets greater than $2 billion), excluding Ford Foundation.

21 Race / Ethnicity Overview (U.S. Only) Year End OPERATIONS 50% 20% 15% 13% White Asian Black or African American Hispanic or Latino 2% Two or More Races ALL PROGRAM 43% 16% 13% White Black or African American Asian Hispanic or Latino 6% Two or More Races

22 Generational Representation (US-Paid Staff) Croner* 30% 46% 23% 1% 50% 28% Generation Birth Birth Name Starting Ending Traditionalist Baby Boomer Generation X Millenial % 19% 51% 50% 34% 31% 1% Source: The Multigenerational Workplace, Society for Human Resource Management, % 39% 2% 44% 42% 3% *Croner = The Croner Company conducted a survey sponsored by Ford Foundation and gathered data about current and emerging practices around diversity, equity and inclusion ("DEI") policies and practices among 19 large foundations (with assets greater than $2 billion), excluding Ford Foundation.

23 Summary Discussion

This is a PDF version of the 2019 Law survey. To complete the survey, follow this link to the online form.

This is a PDF version of the 2019 Law360 400 survey. To complete the survey, follow this link to the online form. Welcome to the 2019 Law360 400 survey! The answers to these questions will be used for