1. An executive survey found that 95% of leaders believe a
culture of diversity and inclusion contributes to innovation.2
In the U.S., for every 10% increase in racial and
ethnic diversity on a senior executive team, earnings
before interest and taxes (EBIT) rise 0.8%.1
Companies in the top quartile for racial and ethnic
diversity are 35% more likely to have financial returns
above their respective national industry medians.1
THERE’S AN INNOVATI N
ADVANTAGEWHEN IT COMES TO INCLUSION
3
ETHNIC DIVERSITY HELPS YOU
BEAT YOUR
COMPETITION
2
INCREASE DIVERSITY
NCREASE
YOUR BOTTOM LINE
1
MILLENNIALS:
WHAT MATTERS TO THEM
SHOULD MATTER TO
Y U
4
86% of female and 74% of male millennials consider
employers’ policies on diversity, equality and inclusion
when deciding which company to work for.5
Millennials are the most diverse generation in U.S. history,
and will be roughly 50% of the U.S. workforce in 2020,3
and 75% of the global workforce by 2030.4
More than 2M professionals and managers leave their
jobs each year due to unfairness caused by failed diversity
initiatives in the workplace. This unfairness costs U.S.
employers $64B on an annual basis.14
POOR DIVERSITY INITIATIVES COME WITH A
$64B PRICE TAG
10
71% of lesbian, gay, bisexual and transgender (LGBT)
people say they would stay loyal to a brand that supports
the LGBT community, even if it was less convenient or more
expensive.11 The combined buying power of the U.S. LGBT
adult population is estimated at $917B.12
8
LGBT
LOYALTY COMES IN THE FORM OF
$900B
5
Researchers estimate that transitioning from a single-gender
office to an office evenly split between men and women
would translate to a whopping 41% revenue gain.6
½ WOMEN + ½ MEN =
$$$
6
For profitable firms, a move from no female leaders
to 30% representation is associated with a 15%
increase in net revenue margin.7
UP YOUR SHARE PRICE…
PUT MORE
W MEN
IN CHARGE
7
More than a billion people – about 15% of the world’s
population – are estimated to live with some form of disability.10
The size of the U.S. disabled population — 54M
people — surpasses Hispanics, African Americans and
Asian Americans, as well as Generation X and teens.8 They
represent more than $200B in discretionary spending.9
ACCESSIBILITY
GETS YOU ACCESS
TO THE WORLD’S LARGEST
MINORITY GROUP
On average, veterans perform 4% higher than the average
employee, and have 3% less turnover. For a company with
1K employees averaging $150K in revenue per employee,
that translates to a difference of $7.3M annually.13
9
HIRE A VET
GET HIGHER REVENUE
TOP 10 REASONS
YOU
SHOULD CARE ABOUT
DIVERSITY &
INCLUSION

2. SOURCES
1.McKinsey&Company.(2015).“DiversityMatters.”
2.TheKornFerryInstitute.(2015).“ExecutiveSurveyFindsaLack
ofFocusonDiversityandInclusionKeyFactorinEmployee
Turnover.”
3.UnitedStatesCensusBureau.(2015).“MillennialsOutnumber
BabyBoomersandareFarMoreDiverse,CensusBureauReports.”
4.Brookings.(2014).“HowMillennialsCouldUpendWallStreet
andCorporateAmerica.”
5.PriceWaterHouseCoopersLLP.(2015).“TheFemaleMillennial:
ANewEraofTalent.”
6.JournalofEconomics&ManagementStrategy,(2014).
“Diversity,SocialGoodsProvision,andPerformanceintheFirm.”
7.PetersonInstituteforInternationalEconomics.(2015).“Is
GenderDiversityProfitable?EvidenceFromaGlobalSurvey.”
8.OfficeofDisabilityEmploymentPolicy.(2012).“Business
Sense:InclusiveWorkplace=ExpandedMarketplace.”
9.UnitedStatesCensusBureau(2012).“AmericansWithDisabilities:2010.”
10.WorldHealthOrganization&WorldBankGroup.(2011).“WorldReporton
Disability.”
11.CreditSuisse.(2016).“LGBT:TheValueofDiversity”
12.WiteckCommunications.(2016).“America’sLGBT2015BuyingPower
Estimatedat$917Billion”
13.CorporateExecutiveBoard.(2015).“TheBusinessCaseforHiring
Veterans.”
14.TheKornFerryInstitute.(2007).“TheCostofEmployeeTurnoverDueto
FailedDiversityInitiativesintheWorkplace:TheCorporateLeaversSurvey.”
ToreadaboutComcastNBCUniversal’s
five-yearprogressinDiversity&Inclusion,visit
DIVERSITY.COMCAST.COM
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CorporateDiversity&Inclusionnewsletterat
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