The following is adapted from the full research initiative report, prepared by Dr. Kyle Lundby, Global Aspect Human Capital Advisors.
In 2022 and 2023, Canopy, with Global Aspect Human Capital Advisors and SSA Group, conducted a research study with the goal of understanding barriers to leadership advancement and opportunities within our Association of Zoos and Aquariums (AZA) community, focusing on women and people of color.
Quantitative and qualitative data were collected from over 750 leaders within AZA, including a survey and focus groups. This data revealed a number of strengths that AZA leaders should feel good about and may wish to reinforce within their organizations, as well as potential areas of improvement to best support women and people of color in their career journeys.
Overall Strengths: Common Strengths Evident Across All Respondents
The majority of 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 the organization’s mission.
Overall Opportunities: Common Findings Evident Across All Respondents
While there were consistently favorable responses to the items comprising Engagement, Wellbeing, Team Experience, and My Own Experience, there were also consistently lower favorability responses to the items that were more explicitly about diversity, equity, and inclusion. For example:
Who Has Experienced Barriers?
Among survey participants, 68% of respondents who identified as “female” and 23% of respondents who identified as “male” experienced gender-related barriers.
Those who experienced ethnicity-related barriers include:
Potential Solutions
The following solutions were identified through focus groups, which explored the “why” behind the survey data. These potential solutions address what leaders can do to minimize barriers within their organizations and what AZA can do as an association.
What leaders can do to minimize barriers within their organizations:
Actions to attract/hire for diversity:
- Evaluate the need for credentials, differentiating skills needed for entry vs. skills that can be developed.
- Offer paid internships and/or apprentice programs to attract diverse candidates and increase the talent pipeline.
- Be clear and transparent about wages and wage progression; ensure equity.
- Advertise beyond AZA (e.g., look to the local community and/or local cultural institutions for potential talent).
Grow and develop talent from within:
- Create and communicate clear pathways for mobility.
- Create alternative pathways for those not interested in leadership positions.
- Establish mentors to provide advice, support, and sponsorship opportunities.
- Develop key competencies (e.g., communication, accountability, decision-making).
- Hold leaders accountable for competencies (e.g., implement upward appraisals).
Canopy Strategic Partners can help you attract and hire for diversity, grow and develop your talent, and strengthen your organization’s culture. Contact Elise Bernardoni at ebernardoni@canopysp.com to learn more.
What AZA can do as an association:
Actions to create opportunities:
- Intentionally increase committee appointments for women and people of color.
- Expand access to the Executive Leadership Development Program or create an alternative (e.g., ELDP Jr.).
- Encourage AZA members to provide support and/or be a sponsor, mentor, or ally.
- Prioritize DEAI (don’t just delegate/assume others will take care of it).
- Publicize to AZA membership the opportunities and existing initiatives to support/promote women and people of color in leadership).
Conclusions
While in general, engagement levels of survey respondents were quite positive, overall, the results indicate that those who are women, LGBTQ, and people of color do perceive greater barriers to advancement and do rate the organizational structure and culture more negatively. The ultimate goal is to work within the broader AZA community to use these data to begin more strategically addressing systemic issues in this critical area — both within individual AZA organizations and across the community to help our field develop data-driven actions for this important work, recognizing that inclusive, diverse organizations achieve superior outcomes for everyone.
Support
The project was led and financially supported by Canopy Strategic Partners with our partner, SSA Group. The research and analysis were conducted by Global Aspect Human Capital Advisors, who also donated a portion of their services. Additional support was provided by Monterey Bay Aquarium, Behavioral Essentials, Verdis Group, Detroit Zoological Society, and Saint Louis Zoo. This work would not have been possible without the support of AZA Committees, including the Diversity, Professional Development, HR, and Conservation Education Committees, as well as the AZA staff and Board of Directors. This work would also not have been possible without the support of our advisors: Craig Hoover, Jennie Janssen, Jack Keeney, Margo McKnight, Amos Morris, Adrienne Rowland, Denise Verret, Kris Viehrs, and ad hoc advisors Kristin Finney, Megan Jones, Ph.D., Jo-Elle Mogerman, Ph.D., Dana Murphy, Colber Prosper, Craig Saffoe, Charlisa Shelly, and Dean Watanabe.
To read the full report, click HERE.
To read the executive summary, click HERE.
To view the infographic, click HERE.
To read AZA’s feature, DEIA Now, click HERE.
