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Annual Report

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Diversity, Equity, and Inclusion (DEI) metrics enable organizations to set concrete goals and self-monitor their performance. In 2021, Nevada’s legislature passed Senate Bill No. 267 (SB267), authorizing the University Nevada, Las Vegas (UNLV) to study DEI benchmarks in the State. The study is designed to produce actionable results capable of informing policy and employer best practices in Nevada. Workforce Study data was collected for the 2022 calendar year with study participation taking place between January 2-April 30, 2023.

The questions in the study were crafted based on DEI public policy considerations as well as metrics for gauging the scope of offerings available to women in Nevada’s workforce and were codified into statute as part of SB 267. As Nevada’s economy continues to diversify, it is important that Nevada companies have the ability to attract and retain diverse talent. As women continue to become disproportionately impacted in the workplace, it is critical that in addition to equal pay for equal work, employers offer benefits that improve quality of life outside of work and set women up for success.

Competent, educated, and qualified women exist in Nevada’s current workforce. Despite having the necessary experience, many women are not identified for hiring and are systematically overlooked for promotion. The Nevada Workforce Diversity, Equity, and Inclusion Study (Workforce Study) aims to measure how women experience the Nevada workforce environment, identify employer best practices, celebrate what employers are getting right, and use the study data to make recommendations.

In order to provide context for how women transition through their careers, the study considers the different hierarchical levels within a business or organization. It is particularly useful to see the vertical progression into managerial and executive roles. Our study data support other studies’ findings that suggest there is a “broken rung” for advancement into managerial positions.i Unsurprisingly, there are bottlenecks and barriers specific to women’s’ career trajectories that become apparent. Using the benchmarks from the initial study data from 2021, it is possible to measure changes, create a framework upon which we can build sound public policy initiatives, and create mechanisms for identifying employer best practices. We also now possess the tools for educating companies and reinforcing the value of diversity initiatives in the workplace.

With this snapshot of the corporate pipeline, predictive and initiative-taking measures become possible. One way these data translate into tangible results is through identifying desirable skill sets that can expand career opportunities. That knowledge empowers companies to collaborate with talent and emerging leaders to create pathways for determining attractive skills sets, measure additional skills, and recognize the benefits of obtaining career enhancing certifications.

The purpose for collecting this data is twofold: 1) To commend employers for their achievements in DEI and thereby inspire others to do the same, and 2) To establish a means for determining and developing workforce best practices.

Controlled Subject

Diversity in the workplace; Surveys


Inequality and Stratification | Place and Environment | Social Psychology and Interaction

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1114 KB




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