One-in-Five Diverse Workers Have Experienced Discrimination or Unfair Treatment at Work, CareerBuilder.com and Kelly Services Survey Shows

    CHICAGO and TROY, Mich., June 19 /PRNewswire/ -- CareerBuilder.com and
 Kelly Services released the results of a new study, conducted by Harris
 Interactive, of diverse workers and non-diverse workers across the country.
 The purpose of the study was to gauge the frequency, severity and occasion
 for perceptions of discrimination or unfair treatment in the workplace,
 whether employee diversity is valued and how diversity impacts hiring
 decisions, compensation and career advancement. While the list of factors
 that makes one diverse is wide-ranging, this study focused primarily on
 workers in seven groups: 1) African American 2) Hispanic 3) Asian 4) Female
 5) Gay/Lesbian/Bisexual/Transgender (GLBT) 6) Individuals with disabilities
 and 7) Mature workers age 50 or older.
     Incidence of Discrimination or Unfair Treatment in the Workplace
     Twenty-three percent of diverse workers said they have been
 discriminated against or treated unfairly in the workplace based on their
 diverse background. Individuals with disabilities reported the highest
 incidence at 44 percent of workers while Asian workers and mature workers
 reported the lowest incidence at 21 percent each. The other diverse groups
 in this study averaged 28 percent (African American 30 percent; Hispanic 29
 percent; Female 25 percent; and GLBT 28 percent).
     Discrimination was not limited to those who classified themselves as
 diverse. Fifteen percent of non-diverse workers (defined as Caucasian males
 who are not GLBT, disabled or age 50 or older) said they felt discriminated
 against or treated unfairly in their workplace based on their non-diverse
 background.
     Severity of Discrimination or Unfair Treatment in the Workplace
     While half (55 percent) of diverse workers who experienced
 discrimination or unfair treatment categorized it as moderate, nearly
 one-in-five (19 percent) described it as severe. Among those reporting
 severe discrimination, Asian and Hispanic workers reported the highest
 levels (26 percent), followed by African American workers (22 percent),
 mature workers (16 percent), GLBT workers (13 percent) and workers with
 disabilities (11 percent).
     Frequency of Discrimination or Unfair Treatment in the Workplace
     When asked how often they feel discriminated against or treated
 unfairly, 36 percent of all diverse workers said it happens occasionally
 (defined as 1 to 3 times per year) while 24 percent reported a monthly
 occurrence and 30 percent reported at least a weekly occurrence. Workers
 with disabilities reported the highest incidence of experiencing
 discrimination or unfair treatment on a daily basis at 5 percent. Workers
 with disabilities, mature workers and female workers reported the highest
 incidence of experiencing discrimination or unfair treatment at least once
 a week at 38 percent, 34 percent and 31 percent respectively. They are
 followed by 29 percent of Hispanic workers, 27 percent of African American
 workers, 22 percent of Asian workers and 21 percent of GLBT workers. GLBT
 workers reported the highest incidence (60 percent) of experiencing
 discrimination or unfair treatment in the workplace once a month.
     Discriminating or Unfair Behaviors as Cited by Diverse Workers
     The most common incidents of discrimination or unfair treatment involved:
     -- Not receiving credit for one's work (48 percent)
     -- Not having concerns addressed or taken seriously (42 percent)
     -- Having co-workers talking behind one's back (33 percent)
     -- Being overlooked for a promotion (32 percent)
     -- Not being assigned to projects that will help worker gain more
        visibility in the company (32 percent)
     -- Having co-workers say derogatory comments to or in front of worker
        (31 percent)
     -- Feeling ideas or input are generally ignored (30 percent)
     "While employers have come a considerable way in implementing fair and
 equal workplace practices, this study indicates that there is still much
 room for improvement," said Rosemary Haefner, vice president of Human
 Resources at CareerBuilder.com. "Diverse perspectives fuel rich idea
 generation, creativity and strong business performance. Companies that are
 not fostering a work environment that embraces and cultivates diversity and
 open communications are working against themselves."
     Reporting of Discrimination or Unfair Treatment
     Unfortunately, most of the discrimination or unfair treatment goes
 unaddressed. Half (50 percent) of diverse workers who experienced
 discrimination or unfair treatment said they did not report the incident.
 Of these workers, 64 percent said they didn't think reporting the incident
 would make a difference while 35 percent feared being labeled as a
 trouble-maker and 32 percent feared losing their jobs.
     Three-in-ten diverse workers (31 percent) did bring attention to the
 discrimination or unfair treatment by reporting it to their direct
 supervisor. Another 25 percent reported it to Human Resources while 19
 percent reported it to senior management. However, only 30 percent of those
 who made a claim felt it was taken seriously and, in 73 percent of the
 cases, the offender was not held accountable. Only 6 percent ever took
 legal action against their employer.
     When asked why those being discriminated against stay with their
 current employer, more than half (64 percent) said they couldn't afford to
 quit.
     Twenty-one percent of all workers -- both diverse and non-diverse --
 said they have witnessed what they perceived to be discrimination or unfair
 treatment of a co-worker based on their diverse background. Sixty-one
 percent did not report it.
     "For companies to attract well-qualified, experienced and diverse
 employees, it's important to have formal policies against discrimination
 and prescribed reporting processes to address concerns should they occur,"
 said Nina Ramsey, senior vice president of Human Resources at Kelly
 Services. "It is also critical that companies routinely evaluate their
 hiring practices, leadership development and succession practices to ensure
 they are creating and enforcing a healthy, balanced, and diverse work
 culture."
     Diversity and Hiring
     The majority of diverse workers said their diverse background does not
 influence whether someone will hire them. While 32 percent said their
 diverse backgrounds work against them when interviewing for a job, 11
 percent said it works in their favor. Workers with disabilities reported
 the highest incidence of their diverse background working against them as
 job candidates at 59 percent while Asian, Hispanic and African American
 workers reported the highest incidence of their diverse backgrounds working
 in their favor at 19 percent, 18 percent and 16 percent respectively.
     In terms of involuntary termination, one-in-ten diverse workers (11
 percent) said they believed had been fired at some point in their career
 based on their diverse background. Workers with disabilities were twice as
 likely (27 percent) to report this form of discrimination or unfair
 treatment.
     Pay and Career Advancement By Segment
 
     African American Workers
     -- 33 percent feel they are paid less than Caucasian co-workers who have
        the same skills and experience; 7 percent feel they are paid more;
        54 percent feel they are paid the same.
     -- 37 percent feel they have less career advancement opportunities
        compared to Caucasian co-workers who have the same skills and
        experience; 1 percent feel they have more; 53 percent feel it's the
        same.
 
     Hispanic Workers
     -- 22 percent feel they are paid less than Caucasian co-workers who have
        the same skills and experience; 6 percent feel they are paid more;
        58 percent feel they are paid the same.
 
     -- 27 percent feel they have less career advancement opportunities
        compared to Caucasian co-workers who have the same skills and
        experience; 3 percent feel they have more; 57 percent feel it's the
        same.
 
     Asian Workers
     -- 23 percent feel they are paid less than Caucasian co-workers who have
        the same skills and experience; 4 percent feel they are paid more;
        69 percent feel they are paid the same.
     -- 34 percent feel they have less career advancement opportunities
        compared to Caucasian co-workers who have the same skills and
        experience; less than 1 percent feel they have more; 60 percent feel
        it's the same.
 
     Female Workers
     -- 27 percent feel they paid less than male co-workers who have the same
        skills and experience; 5 percent feel they are paid more; 46 percent
        feel it's the same.
     -- 24 percent feel they have less career advancement opportunities than
        male co-workers who have the same skills and experience; 3 percent feel
        they have more; 49 percent feel it's the same.
 
     Workers with Disabilities
     -- 20 percent feel they are paid less than co-workers without disabilities
        who have the same skills and experience; 2 percent feel they are paid
        more; 51 percent feel it's the same.
     -- 52 percent feel they have less career advancement opportunities than
        co-workers without disabilities who have the same skills and
        experience; 2 percent feel they have more; 20 percent feel it's the
        same.
 
     Gay/Lesbian/Bisexual/Transgender Workers
     -- 12 percent feel they are paid less than heterosexual co-workers who
        have the same skills and experience; 10 percent feel they are paid
        more; 74 percent feel it's the same.
     -- 30 percent feel they have less career advancement opportunities than
        heterosexual co-workers who have the same skills and experience;
        0 percent feel they have more; 65 percent feel it's the same.
 
     Mature Workers (50 years and older)
     -- 18 percent feel they are paid less than younger co-workers who have the
        same skills and experience; 27 percent feel they are paid more;
        46 percent feel it's the same.
     -- 25 percent feel they have fewer career advancement opportunities than
        younger co-workers who have the same skills and experience; 4 percent
        feel they have more; 51 percent feel it's the same.
 
     Non-Diverse Workers (Caucasian Male, Under 50, Not Disabled or GLBT)
     -- 52 percent feel workers with a diverse background are given
        preferential treatment at their companies.
     -- 11 percent feel they are paid less than workers of a diverse background
        with the same skills and experience; 4 percent feel they are paid more;
        84 percent feel they are paid the same.
     -- 24 percent feel they have fewer career advancement opportunities than
        workers of a diverse background with the same skills and experience;
        7 percent feel they have more; 69 percent feel it's the same.
     Survey Methodology
     This survey was conducted online by Harris Interactive on behalf of
 CareerBuilder.com and Kelly Services among 953 Workers (age 18+ within the
 United States, employed full-time or part-time) with 803 being Diverse
 Workers (age 18+ within the United States, employed full-time or part-time,
 461 Ethnic Workers, 155 African American/Black, 150 Hispanic, 156 Asian,
 150 Disabled, 155 GLBT, 306 Mature Workers age 50 to 61, 436 Female) and
 150 Non-Diverse Caucasian Male workers between March 15 and March 21, 2007.
 Figures for age, sex, race/ethnicity, education, region and household
 income were weighted where necessary to bring them into line with their
 actual proportions in the population. Propensity score weighting was also
 used to adjust for respondents' propensity to be online.
     With a pure probability sample of 953 one could say with a ninety-five
 percent probability that the overall results have a sampling error of +/-
 3.2 percentage points. With a pure probability sample of 803 one could say
 with a ninety-five percent probability that the overall results have a
 sampling error of +/- 3.5 percentage points. Sampling error for data from
 subsamples is higher and varies. However that does not take other sources
 of error into account. This online survey is not based on a probability
 sample and therefore no theoretical sampling error can be calculated.
     About Kelly Services
     Kelly Services, Inc. ( KELYA) ( KELYB) is a Fortune 500
 company headquartered in Troy, Mich., offering human resource solutions
 that include temporary staffing services, outsourcing, vendor on-site and
 full-time placement. Kelly operates in 33 countries and territories. Kelly
 provides employment to more than 750,000 employees annually, with skills
 including office services, accounting, engineering, information technology,
 law, science, marketing, creative services, light industrial, education,
 and health care. Revenue in 2006 was $5.5 billion. Visit
 http://www.kellyservices.com.
     About CareerBuilder.com
     CareerBuilder.com is the nation's largest online job site with more
 than 21 million unique visitors and over 1.5 million jobs. Owned by Gannett
 Co., Inc. ( GCI), Tribune Company ( TRB), The McClatchy Company
 ( MNI) and Microsoft Corp. ( MSFT), the company offers a vast
 online and print network to help job seekers connect with employers.
 CareerBuilder.com powers the career centers for more than 1,100 partners
 that reach national, local, industry and niche audiences. These include
 more than 150 newspapers and leading portals such as America Online and
 MSN. More than 300,000 employers take advantage of CareerBuilder.com's easy
 job postings, 20 million-plus resumes, Diversity Channel and more. Millions
 of job seekers visit the site every month to search for opportunities by
 industry, location, company and job type, sign up for automatic email job
 alerts, and get advice on job hunting and career management.
     CareerBuilder.com and its subsidiaries operate in Europe, Canada and
 Asia. For more information, visit http://www.careerbuilder.com.
     Media Contacts:
     CareerBuilder.com                     Kelly Services
     Jennifer Sullivan                     Renee Walker
     Jennifer.Sullivan@careerbuilder.com   renee_walker@kellyservices.com
     (773) 527-1164                        (248) 244-4305
 
 

SOURCE CareerBuilder.com; Kelly Services, Inc.