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RETAINING

PROFESSIONALS OF COLOR
2016 KEY INSIGHTS
PREVIEW

INTRODUCTION

SUMMARY
WHAT IS MAKE IT.
MSP.?
Make It. MSP. is a networkbased initiative of partners
working across organizations
and sectors to attract and
retain talent to the MSP region

WHAT IS THE ISSUE?

PURPOSE OF THIS
SUMMARY

The MSP region does not


retain professionals of color, a
quickly growing share of the
workforce, at the same high
rates as white professionals

This is a resource developed to


share the experiences of
professionals of color in MSP and
point toward actions the region
can take to improve retention

SEE APPENDIX FOR MORE INFORMATION

Vivian Chow, National Association of Asian MBAs


Greg Cunningham, U.S. Bank
Duchesne Drew, Bush Foundation
Tonya Hampton, HealthPartners
John Hardy, Best Buy
Steve Humerickhouse, Forum on Workplace Inclusion
Tomas Perez, Prospanica
Linda Sloan, University of Saint Thomas
Godson Sowah, National Association of Black Accountants
Todd Williams, Target
Ouraphone Willis, UnitedHealth Group
Lee George, Augsburg College
Karla Mack, Ecolab
Lulete Mola, Network Ethiopia
Juana Sandoval, Society of Hispanic Professional Engineers
Greg Schwartz, Minnesota Asian Pacific Bar Association
Joffrey Wilson, National Black MBAs
Jameelah Haadee, National Society of Black Engineers
Lauren Hunter, Department of Human Services
Penny Momon, Carlson School of Management
Akilah Mahon, Twin Cities Black Employee Network
Stela Center, Wallin Foundation
Tonya Palmer, Hennepin County
Carla Smith, Ecolab
Craig Warren, Greater Twin Cities United Way
Marvin Banks, University of Minnesota
Melissa Burwell, Wallin Foundation
Tasha Byers, Make It. MSP./St. Paul Area Chamber of Commerce
Matt Lewis, GREATER MSP
Tiffany Orth, GREATER MSP

THE TEAM

PROFESSIONALS OF COLOR
2016 STRATEGY TEAM
Given the complexity of the challenges and opportunities to better retain and
attract talent, Make It. MSP. was designed to be a network-based initiative,
rather than a single organization. During 2016, many people and
organizations came together to use Make It. MSP. as a platform to improve
regional retention of professionals of color through a shared comprehensive
strategy.
Creating shared strategies required establishing a strong foundation. The
team spent 2016 gathering deep, original insights from more than 1,200
professionals of color and bridging existing networks through social and
professional events. Laying this foundation will allow partners to develop
strategies from common ground, as well as engage and leverage thousands of
people across these existing networks.
The team was composed of the individuals at left, with 2016 backbone staffing
provided by GREATER MSP and the Saint Paul Area Chamber of Commerce.
Research was led by Tamika Curry Smith, TCS Group, and Dr. Janine Sanders
Jones, University of St. Thomas.

2016 INSIGHTS

RESEARCH PROCESS
The team selected Tamika Curry Smith, former Director of Diversity & Inclusion at Target and then-

65 FOCUS
GROUP
PARTICIPANTS

consultant and head of TCS Group, to design a series of six focus groups with 65 professionals of color
recruited by the team and balanced across race and ethnicity, age, and other demographic differences.
Focus groups were organized by specific communities that included African-Americans, Hispanic & Latinos,
Asian-Americans, American Indians and recent immigrants.

Following extensive analysis of the focus group results, the team turned to Dr. Janine Sanders Jones

at the University of St. Thomas to design and analyze a comprehensive survey that would engage a
much larger sample of professionals of color on the issues raised during the focus groups. The

1,228
SURVEY
PARTICIPANTS

Connect MSP survey was publicly shared and prominently featured in the Star Tribune.
The following slides present a high-level summary of statistics, themes, and quotes that emerged from the focus
groups and Connect MSP survey. Team members will share and interpret findings with existing and prospective
partners before reconvening in early 2017 to develop strategies and metrics that can drive improvement.
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PARTICIPANT DEMOGRAPHICS
FOCUS GROUP
DEMOGRAPHICS

CONNECT MSP SURVEY


DEMOGRAPHICS

65 participants

1228 participants

52% Female
47% married
33% have children
31% from MSP
18% moved here from outside U.S.

61% Female
55% married
45% have children
42% from MSP
18% moved here from outside U.S.

FOCUS GROUP PARTICIPANTS


Research conducted by Tamika Curry Smith (TCS Consulting Group)

RACE/ETHNICITY

AGE

3%

5%

20-29

29%

21%

American Indian

28%

29%

30-39
Asian/Pacific Islander

40-49

50+

Black/African-American

45%

40%
Hispanic/Latino

CONNECT MSP SURVEY PARTICIPANTS


Research conducted by Dr. Janine Sanders Jones (University of St. Thomas)).

RACE/ETHNICITY

AGE

SECTOR

3%
3%

10%

15%
13%

26%

27%

35%

15%
32%
41%

14%

27%

19%
American Indian

Asian/Pacific Islander

Black/African-American

Hispanic/Latino

African

Multi-racial/multi-ethnic

29 or less

30-39

40-49

50+

For-Profit

Non--Profit

Education

Government

REGIONAL MOVEMENT
Why do professionals of color choose to stay or leave?
Top Reason to Stay: Family ties
Top Reason to Leave: Lack of diversity and cultural awareness
Demographic Differences:
People under 40 and people without children are more likely to leave
People over 40, people with children, and people who own a home are more likely to stay
Black respondents are more likely to leave the region as compared to others

Despite these nuances, research revealed common factors across demographics.


These factors emerge at a deeper level throughout six key themes, presenting a clear
case and a sense of urgency to focus on these areas in the near and long term.

KEY THEMES
Culturally-Specific Amenities & Disparities
Positive perceptions of broad regional amenities in contrast to concerns over disparities and options for culturally specific
amenities

Connection
Challenges connecting to others emerged as a major theme, particularly when one does not live or work in a diverse environment

Representation
Findings revealed multiple dimensions regarding the ways people of color are represented throughout institutions and community

Bias & Discrimination


Experiences with bias and discrimination have significant & long-lasting implications in the workplace and community

Professional Advancement
Job and career opportunities are perceived to be plentiful, but respondents say more intentional efforts are needed to create
pathways for people of color to advance

Diversity & Inclusion Efforts in the Workplace


People said their workplaces are investing in support, but that activity is not necessarily translating to greater impact

CULTURALLY SPECIFIC AMENITIES


& DISPARITIES
Weather is not the problem

56%
While many believed that weather was a primary reason that
people would leave the region, only 11 % of survey respondents
said it was a concern. Instead, over half of respondents shared
that they are dissatisfied with the quality and quantity of culturally
relevant events and activities/amenities (food, clothing, hair salons)

OTHER KEY FINDINGS

76 % of respondents are satisfied with broader regional events


and activities (outdoors and recreation, arts and
entertainment, sports and family- friendly events and
activities)

The perceptions for broader regional amenities stand in


contrast to concerns over disparities, including economic,
educational and housing, which require more effective
solutions

CONVERSATIONS TO TAKE BACK


TO YOUR ORGANZATIONS
If big companies want to retain talent of color
they must increase consistent nightlife activity
that is relevant to people of color. Increase
home ownership opportunities for people of
color, small businesses that cater to people of
coloroutdoor activities that people of color
would be interested in.
Create comprehensive, up-to-date website
or other repository to find businesses,
services and events by and for people of
color
Focus group & Connect MSP survey participants

What is your company or organization


doing to: Make venues, events, and
activities culturally relevant? Impact our
local economic, educational, or housing
disparities?
HELP US UNPACK THE NUMBERS: What makes
a venue, event, or activity culturally relevant?
How might different communities define cultural
relevance?

CONNECTION
Building relationships beyond the surface

50%
Half of survey respondents find it difficult to connect with new
people outside of co-workers

OTHER KEY FINDINGS

CONVERSATIONS TO TAKE BACK


TO YOUR ORGANIZATIONS
I find that Minnesotans are very clique-ish. They
generally socialize with people they have known since
childhood
Creating more spaces that people of color can gather
inthe reality is that professional events do not create
enough time for people to connect meaningfully. They
are great for making the initial contact, but because
there is almost nothing socially to invite each other to,
it is hard to nurture these relationships.

Respondents said that it requires a significant amount of time to


find community compared to other regions

It is a culmination of factors, transplants find that


natives are more insular, existing within their own
networks. The door is automatically closed.

Difficulties persist in finding residents with similar interests &


values

Focus group & Connect MSP survey participants

Black respondents, single respondents, and 25-34 year olds were


even more likely to say it is difficult to connect

What is your company or organization


doing to: Help talent of color establish
roots? Help create opportunities for
professionals of color to engage with
each other inside and outside of the
workplace?
HELP US UNPACK THE NUMBERS: What makes
a connection meaningful? What makes
connecting difficult vs. easy?

REPRESENTATION
Diversity is too dimly reflected in key areas

35%
Only one-third of survey respondents agree that diversity is reflected
in their leadership team in their organization

OTHER KEY FINDINGS

Across race, ethnicity, gender, and sector, there were no significant


differences except for age. Essentially, all respondents see a lack of
diversity in leadership

25-34 year old respondents were even less likely to say diversity is
reflected on their leadership team

Respondents state that diversity needs to better represented in


board rooms, media and leadership roles across sectors

News/media coverage of leaders of color as role models should be


expanded

CONVERSATIONS TO TAKE BACK


TO YOUR ORGANIZATIONS
Open up more opportunities for people of color
to be in upper levels of leadership. Stress the
importance of a diverse leadership and not
simply a diverse workplace
The more we ensure that the workplace,
schools, and community centers are diverse, the
more bonds will form and we will build a
stronger, more inclusive, community.
Hire leadership that reflect the community.
there are places that serve people of color but
the staff and management do not reflect the
people.
Focus group & Connect MSP survey participants

What is your company or organization doing


to: Eliminate barriers to entry for board
membership? Be intentional about choosing
diverse talent as sources for media coverage
and stories? Expand personal and professional
KEY FINDINGS
networks of talent of color?
HELP US UNPACK THE NUMBERS?
What does it mean to have diversity reflected or
presented in leadership?

PROFESSIONAL ADVANCEMENT
Pathways to promotion should be demystified

CONVERSATIONS TO TAKE BACK


TO YOUR ORGANIZATIONS
Understand that we should not only be promoting

50%

equity outside but do it inside. What does that mean?


That there is a lot of focus on recruiting diverse
candidates, but once they are inside they dont know
what to do with us.

Only half of survey respondents agree that they see a path for
diverse people to advance in their organization

I think its necessary to offer programs where


professionals of color can get training for positions that
lack diversity.

OTHER KEY FINDINGS

Respondents perceive unclear paths to promotion and barriers


accessing networks

There is a need to increase intentional advancement efforts


including sponsorship, leadership development, certification and
more

Stronger networks need to exist across employee resource groups


and professional associations

59% of respondents working in government and education said


they see a path for diverse people to advance, which is somewhat
higher than those working in a for-profit setting

When I think of organizations with black professionals,


Im disappointed that theres not more investment to
build these organizations. Corporations, foundations, etc.
should all be investing in these organizations.
Focus group & Connect MSP survey participants

What is your company or organization doing to:


Provide a clear pathway to promotion that is
inclusive? Build capacity for Employee Resource
Groups, Business Resource Groups, and Affinity
Groups of Color? Expand your personal and
professional network to include talent of color?
HELP US UNPACK THE NUMBERS: What does it
mean to see a path to advance vs. actually being on
the path to advance?

BIAS & DISCRIMINATION


Negative experiences are common outside work

60%
Well over half of survey respondents say they occasionally or
frequently experience bias or discrimination based on race

OTHER KEY FINDINGS

Discrimination & bias are more commonly experienced in


the community as opposed to the workplace.

Regional socioeconomic & racial disparities contribute to


challenges

Respondents reported that characteristics of MSP culture


create overt but more often subtle experiences with
discrimination and bias

Black respondents reported higher incidents of bias and


discrimination outside of the workplace (78%), closely
following by Asian Americans (75 %) and Hispanics (45%)

CONVERSATIONS TO TAKE BACK


TO YOUR ORGANIZATIONS
A lot of perceptions that I have encountered have been
due to people thinking I don't deserve certain things and
that they only happen because they need more diversity
and/or that they are meeting a quota
It is the typical suspicion, whether its in a store,
walking down the street, people stop to watch, stop
talking and at times question if you need something, a
subtle way of assuming you are not familiar or don't
belong.
Try to increase the intercultural awareness of all
employees (who are mostly white) through training on
unconscious bias, etc.
Focus group & Connect MSP survey participants

What is your company or organization doing


to: Ensure your staff and managers are aware
of other cultures? Make sure there are financial
and policy implications for treating someone
unfairly based on race or ethnicity?

HELP US UNPACK THE NUMBERS: How might


experiences with discrimination appear across
different communities or circumstances?

DIVERSITY & INCLUSION


IN THE WORKPLACE

CONVERSATIONS TO TAKE TO
YOUR ORGANIZATIONS

Inclusion is not typically a reality in the workplace

Make it a real priority. Evaluate and measure


personal and organizational
performanceProvide incentives for meeting
diversity and sustaining diversity in the
workforce

43%
Nearly half of survey respondents say there is a lack of cultural
competence in the workplace, weakening the current diversity
and inclusion efforts
OTHER KEY FINDINGS

71% of respondents agree that their workplace invests in


diversity and inclusion support but fewer agreed that efforts are
effective

Programs are not always interwoven to affect managers,


process and incentives

Intentional efforts can drop off after the recruiting process ends

Fewer resources are available at mid-tier companies and smaller


organizations

Move from diversity compliance to diversity and


inclusion..
Invest in resources - whether it's hiring more
resources or working with consultants, this work
is difficult and we often rely on too few people to
make a change on their own. Additionally, there
has to be accountability measures starting with
the top.
Focus group & Connect MSP survey participants

What is your company or organization doing


to: Address implicit bias and microaggressions, as well as cultural
incompetence? Ensure trainings in these
areas for employees, especially for middle
management?
HELP US UNPACK THE NUMBERS? What does an
inclusive workplace look like? What does it mean to be
culturally competent in the workplace?

UNPACKING
THE RESULTS

1. Of these findings, what resonates most to you or your


organization? What may be unclear to you?

2. Of what you saw, where are you and your organization


most motivated to explore further or take action?

3. What ideas do you have for potential solutions or actions?

NAME _______________________ORG______________________________EMAIL________________________

Share more with us at


http://surveys.makeitmsp.org/share-your-ideas/

ADDRESSING THE CHALLENGE


GOAL: Improve the MSP regions retention of professionals of color

January October
2016

February 2017
beyond

November 2016
February 2017

Focus Groups
Connect MSP Survey
MSP Mingle Series
Events Newsletter

Built team and network


Gather insight

Team members share


with networks
MPR Event
St. Thomas Event

Share and interpret insight


Collect ideas for action

Build organizational
partnerships
Regional strategy
development
Partners implement

Expand team and network


Develop and implement strategy

STAY INFORMED
LEARN MORE ABOUT
MAKE IT. MSP.

SIGN UP FOR THE


NEWSLETTER

CONTINUE THE
CONVERSATION

Visit our website at


makeitmsp.org

Go to
makeitmsp.org/aboutmake-it-msp

Engage with us using


#makeitmsp

APPENDIX

MAKE IT. MSP. BACKGROUND


Talent has long been our regions top competitive advantage. With 16 Fortune 500 companies in a diverse economy,
greater Minneapolis-St Paul has long enjoyed one of the highest concentrations of professional talent in the nation.
But the future does not bode well if we take a business as usual approach. Projections show we could face a shortage
of more than 100,000 workers by 2020. We arent alone. Employers across the nation are facing the same talent crisis.
In 2014 GREATER MSP organized a Talent Task Force comprised of private and institutional, emerging and established
leaders that analyzed data, identified key obstacles and strategic goals, and built the foundation for Make It. MSP.
Rather than create a new organization, Make It. MSP. was designed as a network-based initiative that would provide a
shared platform for employers, nonprofits, local governments, higher education, and other organizations to work
together to better retain and attract talent. Backbone support is provided by GREATER MSP, the Minneapolis-Saint
Paul Regional Economic Development Partnership. Implementation began in 2016, including teams focused on
professionals of color, newcomers, and tech professionals.

SUMMARY OVERVIEW
What is this document?
This document provides a high-level summary of insights gathered from professionals of color in the
Minneapolis-Saint Paul (MSP) region. Through original research conducted by the Make It. MSP.
partnership in 2016, this document outlines key themes that reveal the experiences professionals of color
have had living and working the region.

Who is this for?


This summary is for cross-sector employers, professional associations, community organizations and
individuals who are motivated to create a more diverse and inclusive region.

How should this document be used?


It is intended to be a resource for leaders to learn more about what professionals of color are experiencing
in MSP. We hope that it can help everyone think about what they can do through their organizations and

collectively as a region to make MSP a better place for people of all backgrounds to live, work and thrive.

THE DIVERSITY EDGE


Diversity is a demographic reality for the Greater MSP region and the country moving forward.
One-third of MSPs population will be people of color by 2030
Thats good news for organizations, considering research shows a significant relationship between a more diverse
leadership team and better financial performance.
Companies in the top quartile of racial/ethnic diversity were 35% more likely to have financial returns above
their national industry median.
Companies in the bottom quartile for both gender and ethnicity/race were statistically less likely to achieve
above-average (and in fact lagged) financial returns than the average companies in the dataset.

THE INCLUSION CHALLENGE


Inclusion, not a given, is an economic necessity for any place that wants to succeed moving forward
While the Greater MSP region leads the nations Top 25 metros in retaining professionals, it ranks #14 of 25
among professionals of color
On the other hand, the region attracts professionals of color at a higher rate and retains professionals of
color with kids at the same rate as white professionals
The region also lags top competitors on many significant indicators of shared prosperity among white
people and people of color

Given the Greater MSP region is facing a projected workforce shortage of roughly 100,000 people by
2020, improving our performance is not only a social imperative but an economic necessity.

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BACKGROUND: FINDING PARTICIPANTS


Who conducted outreach efforts to find focus group and survey participants?
The Make It. MSP. Professionals of Color Strategy Team and staff conducted outreach efforts to recruit focus group and
survey participants. The team is comprised of a cross-sector network that includes employers, professional
associations and community organizations. Outreach efforts occurred informally throughout the teams vast network.

Were there any intentional outreach efforts conducted to specific communities?


The team and staff conducted outreach with the guiding notion that focus group and survey participants should reflect

the demographics of the current population within the MSP region. While outreach methods were informal,
intentional efforts were employed to ensure all segments of the population were represented.

It is important to note that while significant outreach occurred to American Indian and immigrant communities, actual
participation levels were lower than desired. The team and staff have noted the unique and complex experiences these
communities have, and are looking at how they can connect and learn more in 2017.

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