FAQs
General overviewAs of January 2021, we have received commitments from more than 110 employers representing 140,000+ employees in our region. Yes. All companies are encouraged to sign the pledge and work toward creating more inclusive, representative workplaces. When MMAC research compared Milwaukee to 20 peer metropolitan areas on seven key indicators of prosperity, Milwaukee scored lowest among the metros for the prosperity of its African American and Hispanic/Latino populations, as well as for the gap in prosperity between its white population and African American and Hispanic/Latino populations. Yes, all types of diversity must be embraced to create a true, welcoming culture of inclusion in our workplaces and in our community. Diversity, in all its forms, contributes to broader perspectives, innovative ideas and better business outcomes. The best practices that we hope companies will share as part of this pledge will create more welcoming environments for people from all backgrounds. MMAC is focusing on these particular goals because of the acute disparities and because employment and advancement are two areas MMAC members can impact. As stated in the pledge: Our workplaces are increasingly diverse. Today’s workforce spans four generations of people, all of whom have their own identities, unique perspectives, and come from varied backgrounds, races, religions, ethnicities and sexual orientations. As employers in the Milwaukee Region, it is critical for us to recognize, include, welcome and celebrate all aspects of this diversity. Research shows that African American and Latino/Hispanic communities in the Milwaukee Region have a significant gap in economic prosperity measures as compared to 20 peer regions across the country. While we strive to make progress in every aspect of diversity, this pledge is intended to address the acute disparities facing African American and Latino/Hispanic professionals in our community. MMAC has been engaged in efforts to improve educational attainment for more than 25 years. We recognize that this is a long-term challenge and MMAC remains committed to strengthening educational outcomes. MMAC also works to connect companies to classrooms, because studies have shown that students who have access to high-quality experiences as part of career exploration are likelier to complete high school and succeed in post-secondary and career pathways. There isn’t one solution to this challenge, there are many, and employers must play an active role. As this work continues, there are actions organizations can take to create more inclusive workplace cultures, expand recruitment, provide professional development and mentor and sponsor current employees. Also, we know anecdotally that many of our brightest students from diverse backgrounds go away to college in other cities. Too often, they never come back. As employers, it’s important for us to make it clear that these students aren’t just welcome in our companies and in our community – they’re wanted and needed. If people have additional questions about MMAC’s engagement with our K-12 education system, please send them our way. No. Our research found that African-Americans currently make up 14% of our work force and 4.7% of management. Hispanic/Latino people make up 8% of our work force and 3.4% of management. |