Compendium Test

FIGURE 24
WAYS IN WHICH ORGANIZATIONS SUPPORT LGBTQ EMPLOYEES IN THE WORKPLACE
2017 INDUSTRY 2017 OPERATORS 2017 PROGRAMMERS
Supervisory training includes sexual
orientation and gender identity as topics
77% 75% 78%
Employee affinity groups/ERGs 69% 75% 67%
Publicized commitment to LGBTQ employees 69% 50% 78%
Senior-level champion for LGBTQ hiring,
development, and retention efforts
38% 25% 44%
Targeted leadership development programs 23% 0% 33%
Mentoring programs 15% 25% 11%
Sponsorship programs 8% 25% 0%
Note: A dash (-) indicates data were not available. Percentages have been rounded to the nearest whole percent. Industry results include operators, programmers, and suppliers.
60% of MSOs have a dedicated recruiting team
for veterans, compared to 44% of programmers.
Programmers are more likely than MSOs to
have veteran-focused employee affinity groups
or ERGs (56% vs. 40%).
PEOPLE WITH DISABILITIES
Sixty-four percent of responding organizations
have a public commitment to hire, train, and
support people with disabilities (see Figure 26).
Moreover, half of organizations have a careers
web site that includes a section on recruitment for
people with disabilities and 43% have a recruiting
team dedicated to people with disabilities. No
participating organizations have targeted leadership
development programs for people with disabilities
or sponsorship programs. Across most
of the support mechanisms surveyed, MSOs
are more likely to offer support to people with
disabilities. For example, 80% of MSOs have a
public commitment to hire, train, and support
people with disabilities, compared to 50% of
programmers. Moreover, 60% of MSOs have a
dedicated recruiting team for people with disabilities,
compared to 38% of programmers.
2017 WICT PAR INITIATIVE EXECUTIVE REPORT
43