releases: https://www.menendez.senate.gov/news-and-events/press/menendezs-latest-corporate-diversity-survey-finds-women-minorities-continue-to-be-underrepresented-in-the-boardroom-
Data license: MIT · Data source: dwillis/congress-press
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| https://www.menendez.senate.gov/news-and-events/press/menendezs-latest-corporate-diversity-survey-finds-women-minorities-continue-to-be-underrepresented-in-the-boardroom- | Menendez’s Latest Corporate Diversity Survey Finds Women, Minorities Continue to be Underrepresented in the Boardroom | 2018-12-12 | 2018 | 2018-12 | Democrat | House | NJ | Robert Menendez | M000639 | www.menendez.senate.gov | legacy | Menendez's Latest Corporate Diversity Survey Finds Women, Minorities Continue to be Underrepresented in the Boardroom Menendez's Latest Corporate Diversity Survey Finds Women, Minorities Continue to be Underrepresented in the Boardroom America's top performing companies have moved slowly when it comes to diversifying their top jobs since Menendez began his study in 2010 Wednesday, December 12, 2018 WASHINGTON, D.C. Today, U.S. Senator Bob Menendez released his 2017 Corporate Diversity Survey, which examined demographic diversity among the top executives, corporate boards and procurement practices of America's most successful companies, found most Fortune 100 companies dragging their feet when it comes to diversity. Sen. Menendez also led Members of the Tri-Caucus in sending a letter to the Equal Employment Opportunity Commission (EEOC) to publish, for the first time, employment data on women and minorities in executive positions from the top performing 500 companies since 2000, using the data it gathers each year from its annual EEO-1 survey. I've long held that the need for greater diversity at every level of our economy is not an act of benevolence but a necessity for businesses looking to compete in a diverse 21st century America, said Sen. Menendez. One might assume that the diversification of the American people would automatically translate into the diversification of American corporate power, yet barriers for women and people of color remain stubbornly persistent throughout corporate culture as this Survey confirms. As our country undergoes tremendous demographic and economic change, it is time the leaders of America's most successful companies recognize that diversity is not just a buzzword it's a deliverable. We in the Congressional tri-caucus believe that it's critical that the leadership in all sectors of our country are better represent the make up our increasingly diverse nation,said Rep. Judy Chu,Congressional Asian Pacific American Caucus Chair.It's especially true when it comes to corporate boards and senior executive level positions in major corporations. Few large corporations in America truly reflect the face of our nation and it's clear from the survey that some are not even trying, said Rep. Joaquin Castro, Hispanic Caucus Chair-Elect. Without diversity, people of color will have too few advocates committed to fighting for increased financial resources and investments from corporations in their communities. Sixty-one Fortune 100 companies participated in the voluntary and self-administered survey. Sen. Menendez released the report during a press call with leading advocates, researchers and executives from companies committed to increasing corporate diversity, including Rep. Judy Chu Chair, Congressional Asian Pacific American Caucus Chair; Rep. Joaquin Castro, Congressional Hispanic Caucus Chair-Elect; Corey Anthony, Chief Diversity Officer for AT&T; Idalia Hill, Communications Lead for the CEO Action Network, and Cid Wilson with the Alliance for Board Diversity. I would say, while we're very proud of the work we've done at AT&T and we continue to do, but we also recognize we are not declaring victory, said Corey AnthonyAT&T's Chief Diversity Officer.There's opportunities for us to improve so we're always in the mode of just continuing to improve and looking for ways to move the ball forward, in terms of how we interact with each other internally but also how we interact and engage with the communities surrounding us. At the end of the day all of this comes down to the idea that diversity, inclusion on corporate boards and executive teams because leadership as the top drives the attitudes and priorities of companies and organization, said Cid Wilson with the Alliance for Board Diversity. Unless we have good leaders, unless we have diverse leaders that actually think differently and innovate then I think we're going to continue to not benefit from all of what our residents and citizens bring to the table. Sen. Menendez's 2017 Corporate Diversity Survey found that despite diversity and inclusion having made their way into the everyday lexicon of America's top performing companies, many companies talk the talk, without walking the walk. The vast majority of companies do not set tangible targets to deliver on their self-professed commitment to diversity, with only 37.7% of the surveyed companies including numeric targets for diversity at the executive team levels and only 11.5% of companies setting specific targets for diverse recruitment among their Board of Directors. Even more alarming, although 95% of the participating companies had a supplier diversity program, 40% saw a decrease in the number of women- and minority-owned suppliers, tripling the amount from his 2014 sample. Every year, EEOC conducts a wide-ranging survey with every employer in the United States with 100 or more employees, as mandated under Title VII of the Civil Rights Act of 1964.Since 1966, companies have been required to disclose their employment data categorized by race/ethnicity, gender and job category, but the data rarely gets reported in a comprehensive fashion. Although the EEOC is prohibited by law from disclosing individual company data, it can publicly report information using aggregate data collected through the EEO-1 survey, Members of the Tri-Caucus wrote in a letter to the members of the Equal Employment Opportunity Commission. We request that the EEOC publish a comprehensible table, chart and graph showing how many women and minorities occupy the Executive/ Senior Level officials' category in the country's top 500 companies, by year since 2000, and that this information be updated every year in a convenient place for the public to find on the EEOC's website. To print and download the 2017 Corporate Diversity Survey, Key Findings and Recommendations please click here. The full text of the letter sent to the EEOC can be found here. ### | 1 | 2026-03-30T12:14:52Z | 2026-03-30T12:14:52Z |