Examining the Intersection of Gender and Race in Employee Engagement
Keywords:
management, employee engagement, gender, race, engagement driversAbstract
This study examines differences in employee engagement based on the intersection of gender and race. Survey data from over 5,000 employees are analyzed to compare engagement levels and predictors of engagement for White males, White females, males of color, and females of color. Results indicate that males report significantly higher average engagement than females overall, and this gender gap is more pronounced for employees of color. Regression analyses find common engagement predictors across groups, such as feeling one knows what is expected on the job. However, the strength and significance of various engagement drivers differ based on gender and race. For example, having a best friend at work strongly predicts engagement for White females but not for females of color. Adjusted R-squared values from the regression models also show variation in how well the models predict engagement across gender and racial groups. These findings suggest employee engagement is influenced by one's positioning at the intersection of socially constructed categories like gender and race. Researchers and practitioners should approach engagement with an intersectional lens that considers how race and gender combine to shape individuals' experiences in the workplace.
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