The Best Employers for Diversity 2022
Based on an online survey among 60,000 US-based employees of large corporations and extensive desk research, the Best Employers for Diversity are selected and awarded for the 5th year in a row in cooperation with Forbes
List of Best Employers for Diversity 2022
The Best Employers for Diversity were selected based on Statista’s innovative methodology, guaranteeing unbiased results and providing reliable insights. Over 60,000 U.S. employees were surveyed in companies with a minimum of 1,000 employees to identify The Best Employers for Diversity.
The evaluation was based on four different criteria:
• Direct recommendations: Employees were asked to give their opinions on a series of statements regarding Age, Gender, Ethnicity, Disability, LGBTQA+ & General Diversity in their current workplace. The recommendations of women, elders, and ethnic minorities were weighted higher than the non-minority groups.
• Indirect Recommendations: Participants were also given the chance to evaluate other employers in their respective industries that stand out either positively or negatively with regard to diversity. Only the recommendations of minority groups were considered.
• Diversity Among Top Executives/Board and Diversity Engagement Indicators were also part of the evaluation.
Our scoring model is based on independently collected survey data from employees in the US. This data is divided into several assessment dimensions.
The employees were asked to give their opinion on a series of statements surrounding the topics of age, gender equality, ethnicity, disability, LGBTQ+ and general diversity concerning their own employer. The rate of agreement/disagreement regarding the statements was measured on a 5-point Likert scale. In order to take the opinions of diverse groups into account, the recommendations of women, elders, and ethnic minorities were weighted significantly higher than the recommendations from non-minority groups. In addition, a perception correction factor (comparison between recommendations from minorities vs. from non-minorities) was used to adjust the score in case the rating of diversity groups deviated strongly from non-diversity groups’ ratings.
Indicators of objective and publicly available diversity information (e.g. existence of a management position responsible for diversity, proactive communication of diverse company culture, published annual CSR and/or Diversity Report) were taken into account. Statista researched these indicators for each company using publicly available company information.
Additionally, participants were given the chance to evaluate other employers in their respective industries that stand out either positively or negatively with regard to diversity. Only the recommendations of minority groups were considered.
Based on extensive research an index was built based on the share of women who fill top executive or board positions. Statista researched this data for each company using publicly available company information (Oct.-Dec. 2020). For around 10% of evaluated companies this data was not available/verifiable. Therefore, a mean score across all evaluated companies was used to not negatively affect companies with out sufficient information.
The employee surveys conducted by Statista R are carried out independently of the potentially awarded employer brands. This reduces distortion of the results that could arise from non-anonymous surveys (e.g. social desirability in response behavior). The focus on willingness to recommend and on general questions about working conditions allows for comparability across heterogeneous sectors.
For data collection, Statista R programs detailed online questionnaires that ask survey participants about work-related topics. Statista R works with leading online access panels worldwide to identify suitable participants. During the survey, the incoming evaluations are checked for quality & validity (interview length, variances, inconsistencies) and sorted accordingly.
For the evaluation, Statista R applies a scoring model that primarily relies on the direct and indirect evaluation of the respondents. This includes both the evaluation of the respondent’s own employer as well as the evaluation of other employers from the same industry.
For each potential award-winning employer brand, the number of employees and the headquarters in the respective country are researched. This step serves as quality assurance and is presented as information in the publication.
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