Two out of five companies do not disclose employee diversity information, according to a survey of 3,100 senior human resources executives by Novations Group, a consulting and training organization based in Boston.

Thirty-eight percent of companies regards their diversity metrics as proprietary and keeps them confidential, while 35.3% provides such data just to concerned groups, such as employees, vendors or customers.  Only 26.3% of employers makes its diversity and inclusion data public.

"Releasing diversity data continues to be a sensitive issue for many companies," said Novations Executive Consultant Verna Ford.  "Employers were never especially open when it comes to divulging metrics that track progress or lack of it, and in the past several years they faced less government scrutiny with respect to diversity.  So our finding that there´s been no movement toward greater disclosure is no surprise."

Having accurate diversity data is essential for corporate boards and executive policy-makers, Ford observed.  "The people responsible for achieving qualitative and quantitative goals need to have all the metrics, and having inaccurate or confusing data is, in fact, even more harmful than having no data.  On the other hand, not everyone seeking diversity data has the organization´s best interests at heart, so a corporate counsel´s caution isn´t altogether unreasonable."

The Novations survey also found that for two out of three employers diversity is the responsibility of the human resources department.

To which of the following departments does your diversity function belong?

Human resources department   68.9%

Training & development   10.4% 

Corporate counsel   1.5%

Diversity is an independent department.   11.9% 

Other   7.4%  

"When diversity is part of training and development, education is the main objective," said Ford. "But where the corporate counsel is in charge it´s likely the company has had some trouble, is under threat of litigation, or realizes diversity has been neglected and were the numbers disclosed there would be major repercussions."

Likewise, organizations that place a value on their people processes generally put diversity under HR, Ford said.  "If top management accepts the business case for diversity, it will hold responsible both HR and the line executives that HR supports.  When diversity is an independent department it probably means there´s a high-level executive with a personal passion for diversity, and this arrangement works so long as that executive stays visibly involved.  Otherwise, as well-intentioned as it may appear, separate status for diversity may soon translate in line managers´ minds as "outside of my business" or an "expense item over which I have no control."

In another survey finding, employers are increasingly targeting first-line managers for diversity training.  "Supervisors who are given people management responsibility for the first time need to be brought up to speed on inclusion and diversity," explained Ford. "It´s crucial for them to understand the key inclusion messages of treating all employees with equal respect and making opportunities available to everyone who merits them."

Which of the following employee categories at your organization will receive diversity or inclusion training during the year ahead? (please select all that apply)

Entry-level employees   55.5%

First-line managers   62.0%

Middle-level executives   56.2%

Senior-level executives   42.3%

None of these   23.4%

The Novations Group Internet survey of 3,100 senior HR executives was conducted by Equation Research.

Founded in 1977 and headquartered in Boston, Novations Group, Inc. is a leading employee performance improvement organization that serves clients on four continents.  For information, visit www.novations.com.