Most White Men See Some Value in Workplace Diversity

While efforts to bring diversity and inclusion to workplaces are designed to level the playing field for women, people of color and other marginalized groups, a new study suggests that most white men also see some value in such initiatives.

The Center for Talent Innovation, a think tank dedicated to creating a diverse workforce, surveyed college-educated professionals to assess their views on the importance of diversity and inclusion initiatives in the workplace.

Since racial and gender wage gap data shows that white men make more money than other groups, one might assume that white men would be less interested in efforts to create more equity in the office. However, the study showed that’s not always the case.

A spectrum of opinions

Study researchers divided the men who participated in the study into three categories.

The largest percentage — 48% — were identified as “persuadables.” These were men who had mixed views on diversity and inclusion, saying it was “not very” or “somewhat” important.

Another 42% of men surveyed were identified as “true believers.” These were the diversity and inclusion advocates who said diversity and inclusion is “very” or “extremely” important to the workplace.

Finally, 10% of male respondents were identified as “detractors.” They said diversity and inclusion was not important to them at all.

White male leaders most likely to see diversity and inclusion benefits

True believers — those who see the most value in diversity and inclusion — were often those who were in the leadership ranks of their organizations.

In fact, nearly two-thirds of white male senior leaders were true believers, according to the research. However, there were leaders surveyed who represented each of the three categories.

When “true believers” who have direct reports were asked about the value of having a diverse team:

• 69% of said it leads to more innovation

• 49% said it makes them better leaders

• 43% said it improves their reputations at their companies

Persuadables who have direct reports saw some value in diversity and inclusion initiatives, though they were not as excited about the benefits.

• 48% of persuadables with diverse reports believed having a diverse team leads to more innovation

• 23% said having a diverse team makes them better leaders

• 14% said having a diverse team improves their reputations at their companies.

Not surprisingly, detractors who are managers saw little to praise about having a diverse team. Among detractors with direct reports:

• 4% said having a diverse team leads to more innovation

• 0% said having a diverse team makes them better leaders

• 2% said having a diverse team improves their reputations at their companies

While true believers see the most value in diversity and inclusion, the research points out that even they could do more to create a more equitable workplace.

For example, while most true believers who are in the position to do so have said they have voluntarily mentored a white woman or a woman of color, most true believers have not confronted behavior that demeans women or confronted behavior that demeans people of color.

Other employees will naturally see the value of diversity and inclusion initiatives from their own lenses. For example, an earlier survey found that 76% of workers say racism in the workplace is a problem.

Methodology: NORC at the University of Chicago, a public opinion research organization, surveyed 3,711 adults between the ages of 21 and 65 who have at least a bachelor’s degree and work full-time in white-collar professions. Among the respondents, 2,096 identified as men, 1,593 identified as women, 18 identified as a different category and 4 did not identify a gender at all. The data was collected in February 2020.