[By Dan Burton, Leslie Hough Falk, Linda Llewllyn]
The business case for diversity, equity, and inclusivity in any organization, in any industry, is compelling; it’s backed by the personal stories we hear in our everyday lives and on the news—and it’s backed by data.
Credible organizations (e.g., Gallup, Scientific American, and MIT) consistently publish studies that show how diversity improves financial outcomes, strengthens team member commitment, and increases creativity.
Yet, despite the strong business case for inclusive workplaces, a lack of diversity continues to be a problem in almost every industry, and healthcare is no exception. Consider, for example, the lack of gender diversity in technology—one of the fastest growing sectors in the U.S. The facts are discouraging:
• Women hold less than 26 percent of U.S. technology jobs and earn, on average, just 85 percent of what men in those positions earn.
• By 2020, there will be 1.4 million computing-related jobs in the U.S. and women will likely only fill 3 percent of those jobs.
• The number of female STEM (science, technology, engineering, and math) graduates (in the U.S.) has declined from 37 percent in 1984 to 18 percent in 2016.
• Women are two times more likely than men to quit a high-tech position (41 percent to 17 percent).
The list of reasons for this lack of gender diversity in technology is long and includes challenges on… View Full Article Here