Reveal from The Center for Investigative Reporting obtained never-before-released diversity data for 177 large tech companies headquartered in the Bay Area. Perhaps it won’t surprise many listeners that people of color and women are underrepresented in Silicon Valley, but the scale of the diversity is stark.
To continue to improve, we need benchmarking of employer-reported public data to help identify corporate leaders in diversity. The Center for Employment Equity at UMass Amherst is one group that is making EEOC data easily accessible to the general public with the development of an online portal. Companies can (and should) examine their own industry performance and look for ways to improve. Further research on diversity data will help separate fact from fiction in this vitally important issue.
The U.S. oil industry is trying to find a new generation of workers in a country that is becoming more diverse. But a history of sexism and racism is making that difficult.
The oil industry has struggled to solve its diversity problem despite having some big advantages. It's a wealthy industry accustomed to taking on complicated challenges (think deep-water offshore drilling and fracking). And oil and gas companies already have decades of experience operating all over the world in various environments. Still, the diversity problem persists.
As Next Avenue has noted, there are huge wealth and income disparities between blacks and whites in America (average wealth of white families was more than $500,000 higher than African Americans in 2013 and whites in 2015 earned $25.22 an hour, on average, compared with $18.49 for blacks). But what accounts for the huge labor market disparities between blacks and whites, such as an unemployment rate that’s been roughly twice as high for blacks than whites since the 1970s? And what can be done to lessen these disparities?
At a time when journalism and science are under fire, opportunities might exist to join forces.
Just how to do that was the focus of Mind to Mind, a symposium held Friday at Stanford University.
“We can fight back by better serving the public,” Chicago Tribune reporter Sam Roe told attendees. For a 2016 investigation about dangerous drug interactions, Roe teamed with data scientists at Columbia University to find prescription drug combinations linked to a serious heart condition. Tribune reporters also worked with researchers to test whether chain pharmacies warn patients about dangerous drug pairs.
In a time of disappearing government data and a rapidly changing workplace, journalists and academics are finding new ways to collaborate and leverage the power of their original research and their reach.
That was the theme underlying the “Mind to Mind Symposium,” sponsored by Reveal from The Center for Investigative Reporting with a grant from the W.K. Kellogg Foundation. The event held held Friday on the Stanford campus, with Stanford’s Journalism Program as co-sponsor, focused on issues facing America’s workforce.
The House Appropriations Committee approved a budget amendment that would defund an Obama-era initiative to reduce wage disparities by requiring some private employers to submit employee pay data by gender, race and job category.
The measure, part of the proposed House budget, prohibits the U.S. Equal Employment Opportunity Commission, the agency assigned to enforce workplace anti-discrimination laws, from using any funds to collect pay data from employers.
Thank you for the opportunity to speak before the US Equal Employment Opportunity Commission and to mark its 50th anniversary. My remarks come from the perspective of an organizational sociologist who studies progress towards equal opportunities in the workplace and economic inequalities more generally. Much of my work has used EEO-1 private sector reports, which I have had access to as a result of Intergovernmental Personnel Act appointments to the EEOC. This position is unpaid, but a rich opportunity to advance both basic social science and to support the EEOC's mission.