2 American Chemical Society
3 America’s Navy
4 Amerind Risk
6 BMM Testlabs
7 BNSF Railway
8 The Boeing Company
9 Bonneville Power Administration
10 Boston Scientific
11 Bristol Bay Native Corporation
12 Bureau of Ocean Energy Management
13 Central Intelligence Agency
14 Cherokee Nation Human Resources
16 Comcast NBCUniversal
19 GE Aviation
20 General Motors
23 Jet Propulsion Laboratory
24 Los Alamos National Laboratory
25 Mayo Clinic
28 National Aeronautics and Space Administration
29 National Oceanic and Atmospheric Administration
30 National Science Foundation
31 National Security Agency
32 Navajo Nation Division of Natural Resources
33 Naval Sea Systems Command
34 NextEra Energy
35 Northrop Grumman
37 Procter & Gamble
39 Sandia National Laboratories
40 Teach for America
41 U.S. Air Force
42 U.S. Army Corps of Engineers
43 U.S. Coast Guard
44 U.S. Department of Energy
45 U.S. Nuclear Regulatory Commission
46 USDA Agricultural Research Service
47 USDA Forest Service
48 USDA Natural Resources Conservation Service
49 VGT, an Aristocrat company
50 Wells Fargo
It’s said that “diversity is being asked to the party; inclusion is
being asked to dance.” When you are plotting the next step in your
career, be sure to look for inclusion. In other words, you want to land
at a workplace that is not only welcoming but enthusiastically accepting
of who you are and all you have to contribute. Beyond your technical
expertise, this future employer is interested in your unique way of
seeing the world and how that vision can put fresh ideas on the table.
As it turns out, that inclusive workplace culture benefits more than
individual staff members: it makes for a healthier, more successful
organization — and that translates to job security.
Quite simply, businesses that value diversity outperform those that don’t. Delivering Through Diversity,
a 2018 report by management consulting firm McKinsey, shows that
executive teams in the top 25 percent for diversity are 33 percent more
likely to deliver a greater profit. The positive effects of diversity go
beyond the executive suite. Diverse work teams are more likely to
advance ideas that challenge conventional thinking. What’s more,
diversity in teams makes for more respectful interactions, as members
become more accustomed to hearing ideas that make them stop and think,
and as a result, more skilled at treating everyone fairly and reaching
consensus than their peers on heterogeneous teams.
While an earmark of a respectful, equitable culture is satisfied
employees, the reverse is also true. The Oakland, Calif.–based Kapor
Center for Social Impact, whose mission is to foster more diversity in
the technology industry, has studied the correlation between negative
workplace culture and retention. They’ve established that turnover costs
tech businesses more than $16 billion annually, with perceived unfair
treatment prompting 40 percent of those departures.
In an increasingly competitive talent market, businesses looking to
attract employees are promoting the positive culture that diversity
fosters, according to chron.com.
These businesses often lead with their multicultural employees at
recruiting events like the AISES National Conference College and Career
Fair, where it’s easy to spot organizations that value inclusion. To
keep these employees, organizations know that they must continue to
sustain a workplace with opportunities for personal and professional
advancement for all. More than ever, inclusion is their foundation for
current profitability and future growth — and that benefits everyone.
Supporting Workplace Diversity
There’s no question that diverse workplaces are good for employees —
they’re also good for the organization and, arguably, the wider
community. If you work for a company that actively strives to be an
inclusive organization, you can have a role in contributing to that
robust diverse culture.
Start by making sure your unique perspective is part of the
discussion. After all, when everybody is in agreement, it’s hard to
climb out of the box — a variety of viewpoints sparks innovation. Also,
be who you are, ready to share your culture and answer questions. A
great way to be a presence in the organization is through an employee
resource group (ERG). These voluntary, employee-led internal groups
support an organization’s inclusion goals while offering employees a
place to support each other.
Many Top 50 Workplaces have groups specifically for Native American
employees, while others have groups that are more broadly based but also
welcoming and effective. As a member of an ERG, you might have a role
in recruiting other Native Americans, going to job fairs and colleges to
promote the company, and spreading the word among your professional
connections that yours is an inclusive, welcoming workplace. Through the
group you could also have a role in reaching out to employees who may
feel out of place at work. These colleagues often move on, but a
resource group can address cultural disconnects and be a great place for
finding mentors to help get past career obstacles. Another great reason
to participate is the two-way cultural benefits. An ERG validates the
culture of its members, who often host events and reach out to educate
colleagues and the wider community, and many engage in tutoring and
other forms of community service, like engaging Native students with
hands-on STEM demonstrations.
10 Organizations Creating Change
In addition to the achievements in diversity demonstrated by the Top
50 Workplaces for Indigenous STEM Professionals, there are many
organizations committed to making progress on their own path to
inclusion, equity, and opportunity for all their employees. Here listed
alphabetically, we recognize 10 of those workplaces actively working to
firmly establish a culture of diversity and inclusion.
Federal Aviation Administration
Fiat Chrysler Automobiles
Indian Health Service
Navajo Transitional Energy Company
San Diego Gas & Electric
U.S. Environmental Protection Agency
Companies included in the Winds of Change list of the Top 50 Workplaces for Indigenous STEM Professionals meet certain criteria established solely by Winds of Change
editorial staff. Selected companies completed surveys designed to
demonstrate their overall diversity recruitment efforts and/or were
included in at least one published list from two different sources that
recognize top firms dedicated to diversity recruiting within the past
year. In addition, selected companies must also be recruiting for
occupations within STEM fields, have specifically recruited within
Indigenous audiences within the past two years, and/or have demonstrated
sustained support for the AISES mission.
Earmarks of a Diverse Workplace
The business case for diversity may be well established, but what
should you look for in an inclusive workplace? Here are some
characteristics of organizations that do more than just talk about their
➜ The company recruits at multicultural events and advertises jobs in publications with diverse audiences.
➜ Diversity goes beyond race, age, physical ability, gender, and sexual orientation to a wider acceptance of different cultures.
➜ Diversity data is updated regularly and available.
➜ Diversity events are well publicized.
➜ Internships are a pipeline for recruiting diverse candidates.
➜ The company goes beyond diversity training to regularly assess its progress.
➜ Employees are given regular satisfaction surveys.
➜ Marketing materials, website, etc., reflect a commitment to diversity.
➜ Management ranks reflect workforce diversity.
➜ Internal groups for diverse employees are officially encouraged.
➜ Vendors and suppliers include minority-owned businesses.
➜ Philanthropic outreach includes multicultural organizations.