In December 2022 Canopy Strategic Partners, in partnership with SSA Group, announced a new Barriers and Opportunities for Upward Mobility in Zoos, Aquariums, and Related Fields research project to identify opportunities and potential barriers to leadership within zoos and aquariums accredited by the Association of Zoos and Aquariums (AZA). Canopy, SSA, and other partners collaborated with Global Aspect Human Capital Advisors to develop and administer a survey to 2,300 individuals (managers and above) in AZA institutions located in the Americas. Global Aspect received 717 individual responses between December 2022 and 2023. We’re pleased to share our initial findings and next steps in this important work.
We have a lot to be proud of as an industry. The majority of survey respondents are proud of their institutions, express a strong sense of wellbeing, feel good about their coworkers, and see a connection between their work and their organization’s mission:
- 93% of respondents understand how their work contributes to the success of the mission and enjoy the work they do.
- 92% of respondents reported feeling pride in working for their organization.
- 89% of respondents have strong work relationships.
However, there are very real areas for growth, including perceptions of leadership, culture, and growth opportunities:
- Just half of the respondents felt their leaders could manage a diverse workforce.
- Less than half of the respondents agree that their hiring practices focus on attracting diverse candidates.
- Only half of the respondents agree that promotions are based on fair and objective assessments.
We found that of our respondents, women and people identifying as LGBTQIA2S+ were at least three times more likely than male respondents to have experienced gender-related barriers at work. People who identify as Black, Multiracial, Hispanic, or Asian experienced significantly more ethnicity-related barriers than White respondents. Gender and ethnicity-related barriers include limits in upward mobility (no position, flat structure, limited movement), paths to mobility, professional development opportunities, and mentorship.
Now that the quantitative survey analysis is complete, we will gather qualitative data to add depth to the quantitative data. Over the spring and summer, we will conduct focus groups to learn more from our community about individuals’ experiences. We plan to present the full research findings at the AZA Annual Conference in Columbus, OH. Following that, we will work with our community to develop realistic, concrete action steps for advancing women and people of color in leadership roles.
This work is funded by SSA Group, Monterey Bay Aquarium, Detroit Zoological Society, St. Louis Zoo, Behavioral Essentials, and the Verdis Group. We thank them, AZA, and our professional advisors for their counsel and support.
