A report published by workL today (29the November 2022), on employee engagement, has revealed that minority workers are at higher risk of leaving their current job and have significantly higher well-being risk.
WorkL Employee Experience Report 2022, which has drawn data from its employee experience database, the world’s largest, shows that the risk of flight for people with disabilities is 34% compared to 26% for people without disabilities. Well-being risk for disabled employees is 40% compared to 32% for non-disabled people and disabled people also score 5% fewer points when asked if they feel paid fairly compared to people without disabilities.
The report is a review of the past 12 months and also looks back to 2018 before the Covid pandemic for comparison. Baroness Martha Lane Fox provided the foreword to the report, which highlights women in technology. More than 300,000 employees have independently entered their employer through WorkL’s try happy at work, a free test to help people measure, track and improve their happiness in the workplace. The data reveals trends across 26 industries across more than 27,000 organizations.
Nick Bacon, Professor of Human Resource Management at Bayes Business School who was recently invited to the WorkL webinar remarks;
“Lockdown was not a work-at-home wonderland for many disabled people; in fact, people with disabilities were more likely to be laid off than people without disabilities.”
Kamran Mallick, CEO of disability rights uk who is on the WorkL Employee Experience Report panel hosted by WorkL founder Lord Mark Price comments;
“It’s 2022 and I began my career over 20 years ago with the desire to create change that led society to embrace the idea that we all have something of value to contribute. Disability is not about them and us, it is about all of us. Our workplaces benefit when we look through the lens of intersectionality and value the lived experience we provide. It’s right for business, it’s right for the country, it’s right for all of us.”
The results of the report also highlight that the employees of the LGBTQ+ community are at significantly higher risk at work compared to employees who identify as heterosexual. Their flight risk is 6% higher than heterosexuals (32% vs. 26%), their Well-being risk scores were higher (39%/32%), and they are three points below salary .
the Chartered Management Institute (WCC) Workplace Inclusion Illusion Report, supports WorkL’s finding. Their data showed that 65% of people who identify as LGBTQ+ reported feeling left out of opportunities because of their identity. Their report also showed that more than half of employees (52%), or around 10.6 million people in the UK, felt they were missed out on opportunities in the workplace because of their identity throughout his career.
Belton Flournoy, a founding member of the Protiviti UK LGBTQ+ Network who founded Pride in the City for Pride in London He says;
“While Diversity and Inclusion has been a focus for a number of years, companies are now putting a great deal of effort into the inclusion aspect. When we work to make sure our diverse employees feel included, their productivity increases. WorkL’s annual State of the Nation report highlights the need for organizations to focus on increasing feelings of ‘inclusion’ as they make their teams more diverse, rather than simply trying to increase organizational diversity.”
Other findings in the report reveal that:
· Women in technology Feel more empowered today than 5 years ago. In 2018, our data showed that in Technology, men felt more empowered and confident in their jobs than female employees (60% men vs. 54% women). In 2022, this gap levels off, with both men and women scoring 74%.
· Retail sale it has slipped to the bottom of the table this year after showing poor results even since before the pandemic. In 2018, employees in the retail industry felt that they were underdeveloped, dissatisfied in their jobs, and that their well-being was less cared for than in other sectors. 58% when asked if they feel happy at work compared to the global average of 64%.
· Without a doubt, the sector most impacted by the pandemic is Health and social insurance. In 2019, employees working in the healthcare sector in the UK rated their well-being at work as poor, with an average rating of 45% when asked if they rarely felt depressed or anxious at work; 29% less than employees in the Legal Services industry.
· management Engagement scores dropped 10% immediately after the closing announcement (from 75% in March 2020 to 65% in April 2020). The ‘engagement gap’ between employees and managers has narrowed significantly from its highest level in March 2020 (15%) to <3% in 2022. Managers are also clearly offering effective support to their teams, as non-managerial leakage has decreased by 18%, while potential stress or lack of management support has led to the risk of flight increasing by 1%. Similarly, non-management Well-being Risk has decreased by 17% and managerial Well-being risk has increased by 5%. Even though management engagement scores dropped significantly at the start of the pandemic, management engagement has increased 10% over the last 4 years.
WorkL founder, former Trade Minister and former CEO of Waitrose, mr mark price, comments on the report’s findings; “Our report provides a very detailed analysis of the past five years of employee experience, and I urge employers to read it to understand how they can improve their employees’ experience at work. I hope that organizations over the next 12 months will focus on fostering a positive and sustainable work culture, help their employees with the cost of living crisis, devote more resources to career development, and focus on continuing to balance office work and work at home to help keep Well-Being scores up.”
The full report is available to download here.
The data used in this report comes from the WorkL Workplace Happiness Test, which includes employee experience data from more than 300,000 people across 26 industries at more than 27,000 organizations. This test gives participants a score based on six key principles, crucial indicators of participation, and qualitative results. In this analysis, ‘post-covid’ is all results collected after March 15, 2020, when UK legislation and restrictions were fully implemented and had a significant impact on the workplace.
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