— (BUSINESS WIRE)–The number of managers who say they’re “trying to figure out what the next step is” to increase their job satisfaction and improve their company’s performance is growing, according to a new study.
The number of employees who say their job is “underperforming” or “unattractive” is also rising, according a study released Tuesday by the Society of Managers.
The study, titled “A Guide to Managing Diversity in Managers” and conducted by the Institute for Diversity Management at the University of Pennsylvania, was released in conjunction with the Association for Diversity in Management (ADIM), an organization that supports and promotes diversity training for managers.
ADIM has received support from The Walton Family Foundation.
The report says that the number of people who say the management profession is “not welcoming enough” of its diverse workforce has grown by 17% since 2013.
“These results highlight the need to develop better diversity strategies to address diversity issues in management and beyond,” said ADIM president and CEO Mark D. Gendreau.
“We applaud the new study’s recognition that there is still a lot of work to do to build more inclusive organizations and better communities for all.”
The survey found that managers who identified as “highly qualified” were more likely to say their employers were “not accommodating diversity.”
Those managers were also more likely than other managers to say they have been discriminated against at work.
Employers also reported more concerns about diversity and inclusion than managers who described themselves as “not qualified.”
But the report also found that “highly educated” managers were more than twice as likely as managers who did not describe themselves as highly qualified to say that they feel their employers are not accommodating diversity.
“I think it’s really important for managers to think about the diversity of the workforce and how to integrate diversity into their company culture,” said John M. Burt, co-founder and CEO of the Association of Diversity in Leadership.
“The way that people think about diversity is through the lens of a person’s qualifications.
If that person is highly qualified, then it’s likely they can work effectively with other people.”
The report also said that more than half of managers said they were concerned that “a lack of diversity in leadership could make it harder to manage teams and be more productive.”
More than one-third of managers also said they feel that they are not “being sufficiently supported” by their employer.
The survey also found many managers believe that there are some “differences” between male and female managers.
“A lack of equal opportunity for men and women is one of the most significant problems in the workplace today, and men are not being sufficiently supported by their employers to have opportunities for leadership,” the study said.
The researchers said that although the number and level of managers that said they are “treating diversity in management as an issue” is “increasing,” the report does not suggest that managers should be “proud” of their “gender bias.”
The researchers believe that “gender-based discrimination is not limited to the management world.”
The report does point out that, “Employers must consider the potential for discrimination on the basis of gender and diversity and take steps to eliminate gender-based discriminatory practices, including those that discriminate against women, including diversity-based workplace training.”
For more information about diversity training, contact the Association at [email protected]