In today’s increasingly diverse world, the topic of diversity in the facility management industry has become more important than ever. As statistics play a crucial role in understanding the current landscape of diversity within this industry, this blog post will delve into the latest trends and data surrounding diversity in facility management. From gender and ethnic diversity to inclusion practices, we will explore the key statistics shaping the future of this industry.
The Latest Diversity In The Facility Management Industry Statistics Explained
In 2018, only 1.4% of facility managers identified as Black or African-American, while 81% were White.
In 2018, the statistics show a significant disparity in the racial representation among facility managers, with only 1.4% identifying as Black or African-American and a vast majority of 81% identifying as White. This data highlights a concerning lack of diversity within the field of facility management, suggesting potential systemic barriers or inequities that may be limiting opportunities for individuals from underrepresented racial backgrounds to enter and advance in this profession. The stark contrast between the representation of White individuals and Black or African-American individuals in this role underscores the need for intentional efforts to promote diversity, equity, and inclusion in the industry to ensure equal access and opportunities for all individuals regardless of their race.
As per a 2019 IFMA report, male facility managers outnumber female facility managers by over 2 to 1.
The statistic from the 2019 IFMA report indicates that there is a significant gender disparity in the field of facility management, with male facility managers outnumbering female facility managers by a ratio of over 2 to 1. This suggests that there is an underrepresentation of women in facility management roles, which could be attributed to various factors such as historical gender biases, societal norms, and limited access to opportunities for women in this industry. The statistic highlights the need for efforts to promote gender diversity and inclusion within the field of facility management to create a more balanced and equitable workforce.
Only 5% of facility management companies have more than 20% of women in executive roles in 2020.
The statistic “Only 5% of facility management companies have more than 20% of women in executive roles in 2020” suggests that there is a significant gender disparity in leadership positions within the facility management industry. This indicates that the vast majority of companies in this sector have a disproportionately low percentage of women occupying executive roles. The low representation of women in such positions may reflect underlying systemic barriers or biases that hinder women’s advancement to top leadership positions within this particular industry. Addressing this gender imbalance and promoting diversity and inclusion initiatives could be crucial in fostering a more equitable and diverse workforce within facility management companies.
In 2017, approximately 17% of facility managers were aged 35 or younger, highlighting the age diversity in the industry.
The statistic indicates that in 2017, around 17% of facility managers were under the age of 35, suggesting a relatively diverse age range within the profession. This proportion underscores the presence of younger professionals in a traditionally senior-dominated field, signaling potential shifts in demographics and a promising trend towards generational diversity. The increased representation of younger facility managers may bring fresh perspectives, innovative ideas, and a modern approach to the industry, ultimately contributing to a more dynamic and adaptive workforce. Additionally, the statistic could also indicate opportunities for mentorship, knowledge transfer, and succession planning within organizations, as younger professionals enter leadership roles typically held by older individuals.
Women constitute less than 24% of the workforce in the facilities management sector in the UK in 2019.
The statistic “Women constitute less than 24% of the workforce in the facilities management sector in the UK in 2019” indicates that there is a significant gender imbalance in this particular industry within the UK. With women making up less than a quarter of the workforce, it suggests that there may be barriers or challenges preventing women from entering or advancing in this sector. This lack of gender diversity could have implications for company culture, decision-making processes, and overall workforce effectiveness. Addressing this disparity may require targeted initiatives and policies to promote gender equality and create a more inclusive work environment in the facilities management sector.
37% of facility managers are baby boomers, followed by 34% Gen Xers, and 21% Millennials.
The statistic reveals the generational distribution of facility managers, showing that the majority (37%) of them are baby boomers, followed closely by Gen Xers at 34%, with Millennials making up 21% of the total. This suggests that there is still a significant presence of older, more experienced workers in facility management roles, while younger generations are also increasingly entering the field. Understanding this generational breakdown is important for organizations to tailor their management and training strategies to accommodate the different needs, preferences, and working styles of each generation in order to successfully attract, retain, and develop talent in the facility management sector.
By 2019, UK employers in facilities management found that just 6% of their workforce was from a Black and Minority Ethnic (BME) background.
The statistic indicates that in 2019, only 6% of the workforce in facilities management in the UK was composed of individuals from Black and Minority Ethnic (BME) backgrounds, highlighting a significant underrepresentation of diversity within the industry. This low percentage suggests a lack of inclusivity and equal opportunities for individuals from diverse backgrounds in the workforce. The statistic potentially raises concerns about potential barriers to entry, diversity, and inclusion initiatives within the facilities management sector in the UK, emphasizing the importance of promoting diversity and actively addressing inequalities in the workplace.
Across the globe, only 15% of senior facility managers are below 40 years of age.
The statistic indicates that a small proportion of senior facility managers around the world are under the age of 40, specifically only 15%. This suggests that the majority of senior facility managers are older, potentially bringing a wealth of experience and expertise to their roles. The relatively low representation of younger individuals in these positions could imply potential barriers or challenges for career advancement in this field at a younger age, such as the need for extensive experience or a slow rate of promotion within the industry. It may also point to a generational trend of individuals attaining senior positions later in their careers.
In the United States, only 30% of the Facility Management workforce is women.
This statistic indicates that within the field of Facility Management in the United States, women account for only 30% of the workforce. This suggests a significant gender imbalance in this particular industry, with men comprising a larger majority of employees. The statistic implies potential disparities in opportunities, representation, and advancement for women in Facility Management roles. Understanding this data can help organizations and policymakers address gender diversity issues within the industry, promote inclusivity, and create a more balanced and equitable working environment for all individuals involved in Facility Management.
Female facility managers earn an average of 86 cents for every dollar earned by their male counterparts.
The statistic “Female facility managers earn an average of 86 cents for every dollar earned by their male counterparts” indicates a gender pay gap in the field of facility management, where women in this role earn, on average, 86 cents for every dollar earned by men. This comparison highlights a discrepancy in earnings between male and female facility managers, with women typically earning less than men in similar positions. The statistic suggests that gender inequality exists in terms of compensation within the facility management industry, with female professionals experiencing a wage disparity compared to their male colleagues. Addressing and closing this gender pay gap is crucial for promoting gender equality and fairness in the workplace.
Less than 4% of facility management company boards in the UK consist of ethnic minorities.
This statistic indicates that a very small proportion, specifically less than 4%, of facility management company boards in the UK are comprised of ethnic minorities. This suggests a lack of diversity and representation of ethnic minority groups in leadership positions within the facility management industry. The low percentage may reflect systemic barriers or biases that prevent ethnic minorities from accessing and advancing within these decision-making roles. Increasing diversity and inclusion within company boards is crucial for promoting different perspectives, experiences, and talents, which can ultimately lead to more innovative and effective decision-making processes. Further examination and efforts to address these disparities are essential in promoting a more equitable and representative workforce within the facility management sector in the UK.
Only 35% of businesses in the facilities industry say they have proactive diversity hiring practices.
The statistic indicates that a relatively low percentage, specifically 35%, of businesses operating in the facilities industry have implemented proactive diversity hiring practices. This suggests that the majority of businesses within this sector may not actively prioritize diversity in their recruitment processes. Proactive diversity hiring practices involve intentionally seeking out and welcoming individuals from diverse backgrounds to create a more inclusive workforce. The statistic highlights a potential area for improvement within the facilities industry to enhance diversity and promote equality in the workplace, ultimately leading to a more diverse and inclusive workforce that can bring different perspectives and skills to the table.
Almost 60% of middle manager positions in the facilities management industry are occupied by women.
The statistic indicating that almost 60% of middle manager positions in the facilities management industry are occupied by women suggests a significant level of gender diversity and representation within this sector. This finding highlights a positive trend towards gender equality in the workplace and implies opportunities for women to advance into leadership roles within the facilities management industry. The statistic may also indicate a shift in traditional gender norms within the industry, reflecting a more inclusive and progressive environment that values the contributions and capabilities of women in leadership positions. Efforts towards promoting diversity and inclusivity in leadership roles can have various benefits, including increased innovation, broader perspectives, and enhanced organizational performance.
Over 50% of facility management companies do not have a diversity and inclusion policy.
The statistic that over 50% of facility management companies do not have a diversity and inclusion policy suggests a concerning lack of focus on promoting diversity and ensuring inclusivity within these organizations. By not having a formal policy in place, these companies may be overlooking the benefits of fostering a diverse workforce, such as improved employee morale, creativity, and overall performance. Additionally, the absence of a diversity and inclusion policy can perpetuate biases in hiring and promotion practices, ultimately hindering the organization’s ability to attract and retain top talent from diverse backgrounds. It highlights the need for these companies to proactively address diversity and inclusion to create a more equitable and welcoming work environment.
Conclusion
As evidenced by the statistics presented in this blog post, it is clear that diversity plays a crucial role in the facility management industry. Embracing diversity not only leads to a more inclusive and equitable work environment, but it also has a positive impact on organizational performance and success. It is imperative for companies in this industry to continue prioritizing diversity and implementing strategies to promote and support a diverse workforce.
References
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