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STEM Skills Gap Widens Among Diverse Workers

Dec. 11, 2012

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In recognition of the value that a diverse workforce brings to business
today, online job-search service Monster.com, the flagship brand of Monster Worldwide Inc. (NYSE:
MWW), asked market research firm Harris Interactive to
conduct research that examines the importance of diversity recruiting in
the Science, Technology, Engineering, Mathematical (STEM) professions.

It is widely acknowledged that STEM professions pose a recruiting
challenge for many employers. When recruiting diverse candidates for
STEM professions, an even greater challenge emerges.

Although well along
the way to realizing and embracing the benefits of diversity and
inclusion, Monster survey participants indicated that they are not fully
at their goal of STEM diversity. These responses align with current
figures in diversity representation in STEM professions.

Today,
non-Hispanic whites constitute approximately 73% of the STEM workforce
of which 27% are women; collectively, Hispanics and African-Americans constitute about 7% of the STEM workforce, despite
making up more than 27.9% of the population. These structural shortages,
uncovered in our qualitative research, are derived from a variety of
factors including candidate location, cultural barriers within diverse
communities that include a paucity of role models in STEM occupations,
as well as a lack of discussion of these professions in the communities'
educational environments.

"STEM positions are among the fastest growing occupations," said Jeffrey Quinn, vice president,
Global Monster Insights. "Unfortunately, current skills gaps prevent organizations filling STEM
positions with diverse candidates. The limited supply of qualified candidates is
a fundamental issue organizations face in diverse STEM recruitment. If
this gap continues to widen, the low number of diverse professionals in
STEM occupations will create a challenge in the demand for global STEM
education, employment and funding."

Hiring managers and recruiters with direct responsibility for recruiting
and hiring diversity candidates overwhelmingly believe that effective
diversity recruiting requires the strategic, long-term execution of a
deliberate and multidimensional plan. This group also believes that the
most effective recruiters employ many techniques to create a "pipeline"
of diverse candidates who are accessible and interested in their
companies.

"Workplace diversity is a vital strategy for building a strong
business," said Lise Poulos, executive vice president and chief administrative officer,
Monster Worldwide. "At Monster, we consider diversity and inclusion to
be paramount to our success and we leverage it in our own workforce as a
strategic advantage."

Monster commissioned Harris Interactive to conduct an online survey in
August 2011 in which more than 400 chief diversity officers or senior vice presidents of
human resources participated from a representative group of companies
involved with architecture and engineering, computer and mathematics or
life, physical and social science disciplines. Additionally, Monster
conducted in-depth interviews with diversity and human resources
executives.


Source: Copyright Business Wire 2012

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