environment topics for research paper

The field of environmental science is one that any student can expect an assignment at any study level. Looking at the current trends in the Environment especially, globally, it is undisputed that a question can pop up any time. Does this make you feel anxious or give you sleepless nights?

Read on to find professional writing help.

What Is Environmental Science?

It is the study of the physical, biological, and chemical processes that occur on the Earth. It also incorporates the political, cultural, and social processes which impact the planet. An environmental science student seeks to bring out these complex relationships in a clear and simplified manner.

Environmental science covers the following fields:

Social sciences
Marine sciences

For those students who take delight in fieldwork, this is the right area of specialization. It includes trips to a variety of different countries and world regions. Through these experiences, you learn about the diverse habitats, climates, land formations, and societies. Others will remain in the labs researching the different aspects of the Environment.

Are you feeling the excitement of being an environmental scientist already? Wait until you read the next few lines of this article.

How To Write Top Environmental Science Paper Topics

Whether you are in college or university, the challenge of finding environmental science topics is real. Your professor will expect you to write a top-notch topic, something you may not be good at. However, the post you are reading will help sharpen your skills in less than five minutes.

Many students ask, ‘where can I find original topics in environmental science?’ Well, the following are some of the right places to start:

Environmental studies and journals National Library of the Environment The UNEP website The Ministry of Environment and natural resources Environmental eBooks

All these sources will present you with an idea or two about environmental science. The next task is what scares many students – formulating a quality environmental science topic. However, it doesn’t have to be so. Use the following guidelines to structure your environmental science research topics like a pro:

It should address a specific environmental problem
The topic should be relevant to the specific audience
It should not be ambiguous
The topic should be scientifically correct and able to be supported

Now that you can find topics in environmental science and craft one, here are samples to help you get started with ease.

AP Environmental Science Topics

Explore the view of planet earth as one system made of regional ecosystems
Discuss the importance of biodiversity within ecosystems
The effect of outside factors on the evolution of organisms
Critically analyze the natural disruptions to ecosystems in the world
What are the impediments to ecological succession
How do populations within ecosystems change over time?
What are the environmental factors affecting population growth?
Discuss the natural components that make up the Environment
Distinguish between the geologic, atmospheric, and climatic factors affecting the ecosystem
Describe how humans use and consume natural resources
How does man disrupt ecosystems both negatively and positively?
Analyze the sustainable practices of land conservation, including crop rotation and aquaculture
Compare and contrast meat production methods and overfishing
How humanity uses renewable and non-renewable sources of energy
Human actions that cause atmospheric pollution and the legislation needed to regulate them

Latest Environmental Science Topics For Research

The impact of coronavirus on maintaining the ecosystem
The global and local impact of human activities on the Environment
The role of the media in environmental conservation campaigns
The effectiveness of environmental science as part of the educational curriculum
How the government is instrumental in protecting endangered species
The impact of tourism on wild animals and forests
How population pressure is causing mother nature to groan
The impact of the US leaving the Paris Climate Agreement
How technological factors are contributing to the rise of the sea level
What makes the Bermuda Triangle a source of awe to many
The role of international environmental news and legislation
How environmental conservation movements are using social media to gain inroads
The role of scholars and researchers in contributing to environmental conservation
Why the United Nations is a critical player in environmental conservation
Discuss the critical print and multimedia resources useful in environmental conservation

Outstanding Environmental Science Research Paper Topics

Is World Environment Day serving its conservation purpose?
How can homesteads better adapt the ‘cut one plant two’ trees policy?
The role of technology in enhancing remote sensing and geographic information systems
Is it possible to achieve green space around streams that flow through subdivision?
Factors contributing to the deteriorating urban ecology
Renewable energy technologies: A case study of solar and wind power
The impact of the rising temperatures on the Amazon forest
The impact of having a science-focused presidential administration on the Environment
How quick industrialization has led to increased pollution and contamination
The impact of noisy environments on living organisms
Discuss the impact of having airports near lakes and forests
How ambient city noises subtly affect people trying to sleep at night
Evaluate the possible consequences of dumping fertilizer into the ocean
Causes of the increased eutrophication in lakes
Discuss the interconnection between flora and fauna in the ecosystem

High-Quality Environmental Science Paper Topics

Clean air amendment Acts needed to curb air pollution in the 21st century
The impact of the 1st and 2nd World Wars on the Environment
A case study of the environmental carbon footprints in the USA
The need for professional environmental engineering practices in the 21st century
Oil spills: An environmental forensic case study of the Atlantic ocean
How to integrate science and the global Environment harmoniously
The impact of Genetically Modified Foods on the Environment
Creating harmony between the transport sector and the Environment
Discuss the urban heat island effect in detail
Scientific ways of dealing with the greenhouse effect
Efficient energy use practices in industries and factories
Discuss the impact of nuclear and radiation accidents
Multiple chemical sensitivity and its impact on the Environment
Discuss why it is essential to maintain occupational safety and health
Alternative fuel vehicles essential in conserving the Environment

Impressive Environmental Science Topics For Research Paper

Evaluate the natural biogeochemical cycles
The impact of technology on air quality research and data
Discuss the relationship between asthma and children in school buildings
Analyze research grants and opportunities in environmental science
How to improve the infrastructure finance and resilience of water bodies
Household consumption and its impact on the Environment
Is it possible to achieve a blue economy in developing countries
Discuss the relationship between the Environment and health
Why kitchen refuse and other wastes can be great resources to the Environment
Achieving sustainable environmental technology in developed nations
Are home solar systems the best alternative?
How water is turning into a monetary and political concern
Agricultural activities by a man that pollute the Environment
Water pollution remedies for chemical manufacturing industries
Analyze the critical and grievous diseases caused by air pollution

Environmental Science Topics For Projects

Reasons why COVID-19 has increased the number of nature lovers
Discuss the origin of micro-plastics in drinking water
Are we at the beginning of a 6th mass extinction?
Why reducing the intake of red meat can save mother nature
Natural means of dealing with toxic chemicals entering our waterways
The essence of educating people on the causes and effects of environmental pollution
Environmental legislations needed to make the world safe
Why the loss of forests is contributing to 15% of greenhouse gas emissions
Reasons why people should buy more recycled and organic products
The impact of environmental pollution on people leaving with terminal diseases
The role of UNEP in championing environmental conservation
Is it possible to curb global warming?
The impact of mass floods and freak weather incidents globally
Technological ways of reducing carbon footprints globally
Is it too late to state salvaging the Earth from the effect of global warming?

Environmental Science Topics For High School

Discuss the environmental rights as prescribed by UNEP
Critically evaluate the connection between the principal systems and components of the Environment
Discuss factors contributing to the degradation of the major ecosystems of the world
Describe the relationship between human diseases and the Environment
Analyze the hazards to life in the biosphere
The role of environmental conservation in attaining the Sustainable Development Goals
Why reducing plastic in oceans should be a major priority
The impact of funding on environmental conservation measures
Capitalizing on investments that reduce greenhouse emissions
Implementing adequate social and environmental safeguards for homes
Reducing the risks of natural hazards and industrial disasters
Effective ways of supporting countries in the aftermath of a disaster
Why environmental conservation should be a core course of study
The role of environmental clubs and societies in schools
Reasons why it is better to use electricity over coal

Interesting Environmental Science Topics

Is it time to save nature or suffer ruin?
The role of leadership and administrative offices in curbing environmental pollution
Technology and finance needed to conserve the Environment in third world countries
How to facilitate the transition of low-carbon societies
The role of improving the understanding of climatic science in environmental conservation
How to facilitate the development of renewable energy among developing nations
A case study of crisis-affected countries: The Hiroshima and Nagasaki bombings
Legislative and institutional frameworks towards improved environmental management
A case analysis of the Global Programme of Action (GPA) for the Protection of the Marine Environment from Land-Based Activities
How to minimize the impact of harmful substances and hazardous waste on the Environment and human beings
Regional and global efforts for using natural resources in an environmentally friendly way
Is it possible to achieve a 10-year framework for sustainable consumption and production?
What is the importance of environmental conferences?
Why is humanity waging war on nature?
The impact of the locust invasion on mother nature

Hot Topics in Environmental Science

Why there should be a will to safeguard the planet for generations to come.
Why have countries pulled back from their international commitments?
Are international assemblies still effective in tackling global environmental issues?
Why is it crucial to protect the ozone layer?
How to solve environmental problems using inclusive multilateralism
Why it is time to revisit the Paris climate change agreement
Why governments should lay the groundwork for a more sustainable future.
Is COVID-19 a more pressing issue than global warming?
Analyze human activities eroding the economic base
The impact of land degradation and biodiversity loss
How loss in ecosystem services costs the GDP
How to create a more nature-positive and pollution-free society
How to create green jobs
Discuss the dividends of investing in nature
Why diverse ecosystems are more stable and productive

Environmental Science Debate Topics

The future of nature and business
The use of Genetically Modified Organisms
Impact of nuclear power on the Environment
The role of the youth in conservation of mother nature
Should governments invest more in nature conservation policies?
Should we move to a paperless society?
Effects of electronic books over printed ones
The role of the US in climate conservation
Should we raise the alarm over the rising global temperatures?
Is it possible to restore degraded land, seas, and coasts?
The impact of culture and traditions on the Environment
Environmental conservation practices in developed versus developing nations
Can we achieve a waste-free world?
Are the environmental laws and policies weak?
Generating revenue from waste

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Environmental Economics

Research in Environmental Economics - NCEE Working Paper Series

EPA's National Center for Environmental Economics (NCEE) publishes a working paper series on research in environmental economics. Paper topics include environmental management, resources and conservation, agriculture, global issues, institutional issues, and other topics. These papers are either authored by NCEE economists or produced with funding from NCEE.

The working papers are distributed for purposes of information and discussion. The opinions and findings expressed in these papers are those of the authors and do not necessarily represent those of EPA or NCEE. NCEE is committed to maintaining a high standard of quality in the NCEE Working Paper Series, and each paper must receive a favorable peer review prior to publication in the series.

Any questions regarding the NCEE Working Paper Series can be addressed to the Managing Editor, Cynthia Morgan ( [email protected] ).

ORIGINAL RESEARCH article

This article is part of the research topic.

Rule of Law in the Governance of New Frontiers of the Marine Environment

Operationalization of the Best Available Techniques and Best Environmental Practices in Deep Seabed Mining Regime: A Regulatory Perspective

1 Koguan School of Law, Shanghai Jiao Tong University, China

The final, formatted version of the article will be published soon.

Best Practices, including Best Available Techniques (BAT) and Best Environmental Practices (BEP), are typically included to provide for or promote particular practices, methods, measures, or standards in respect of the efficient recovery of a resource and the level of environmental protection. Deep seabed mining (DSM) is an activity to obtain mineral resources from the deep sea, which may have certain adverse impacts on the marine environment. International Seabed Authority (ISA), the regulator of DSM activities in the Area authorized by the United Nations Convention on the Law of the Sea (UNCLOS), has introduced those terms in its Mining Code as critical tools for the reduction of environmental risks arising from DSM. Terms that are not included by the UNCLOS, such as BAT and BEP, are commonly invoked, yet often without specification in the regulatory discourse for DSM. In the absence of precise definitions and operational details, the terms BAT and BEP may not be able to function as anticipated in the DSM domain. Against this backdrop, this paper attempts to explore possible means by which the ISA might enable the Contractor to operationalize the BAT and BEP, including providing definitions, their placement in the exploitation regulations, and the criteria for its operationalization in the Standards and Guidelines. This paper cites the existing international instruments that incorporate the terms BAT and BEP and takes particular note of DSM into account to highlight specific considerations for their practical implementation for DSM.

Keywords: International Seabed Authority, deep seabed mining, Draft Exploitation Regulations, Best available techniques (BAT), Best environmental practices (BEP)

Received: 28 Jan 2023; Accepted: 29 May 2023.

Copyright: © 2023 Xu and Xue. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY) . The use, distribution or reproduction in other forums is permitted, provided the original author(s) or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.

* Correspondence: Prof. Guifang Xue, Koguan School of Law, Shanghai Jiao Tong University, Shanghai, 200030, China

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Diversity, equity and inclusion in the workplace, a majority of u.s. workers say focusing on dei at work is a good thing, but relatively small shares place great importance on diversity in their own workplace.

Pew Research Center conducted this study to better understand how adults in the United States think about diversity, equity and inclusion efforts in the workplace. This analysis is based on survey responses from 4,744 U.S. adults who are working part time or full time, are not self-employed, have only one job or have multiple jobs but consider one their primary job, and whose company or organization has 10 or more people. The data was collected as part of a larger survey of workers conducted Feb. 6-12, 2023. Everyone who took part is a member of Pew Research Center’s American Trends Panel (ATP), an online survey panel that is recruited through national, random sampling of residential addresses. This way nearly all U.S. adults have a chance of selection. The survey is weighted to be representative of the U.S. adult population by gender, race, ethnicity, partisan affiliation, education and other categories. Read more about the ATP’s methodology .

Read more about the questions used for this report and the report’s methodology .

References to workers or employed adults include those who are employed part time or full time, are not self-employed, have only one job or have multiple jobs but consider one their primary job, and whose company or organization has 10 or more people.

References to White, Black and Asian adults include those who are not Hispanic and identify as only one race. Hispanics are of any race.

References to college graduates or people with a college degree comprise those with a bachelor’s degree or more. “Some college” includes those with an associate degree and those who attended college but did not obtain a degree.

References to disabled workers include those who say a disability or handicap keeps them from fully participating in work, school, housework or other activities.

All references to party affiliation include those who lean toward that party. Republicans include those who identify as Republicans and those who say they lean toward the Republican Party. Democrats include those who identify as Democrats and those who say they lean toward the Democratic Party.

Pie chart showing a majority of workers say focusing on diversity, equity and inclusion at work is a good thing

Workplace diversity, equity and inclusion efforts, or DEI, are increasingly becoming part of national political debates . For a majority of employed U.S. adults (56%), focusing on increasing DEI at work is a good thing, according to a new Pew Research Center survey. But opinions about DEI vary considerably along demographic and political lines.

Most workers have some experience with DEI measures at their workplace. About six-in-ten (61%) say their company or organization has policies that ensure fairness in hiring, pay or promotions, and 52% say they have trainings or meetings on DEI at work. Smaller shares say their workplace has a staff member who promotes DEI (33%), that their workplace offers salary transparency (30%), and that it has affinity groups or employee resource groups based on a shared identity (26%). Majorities of those who have access to these measures say each has had a positive impact where they work.

Related : How Americans View Their Jobs

The value of DEI efforts at work

The importance of a diverse workforce, dei measures and their impact, how gender, race and ethnicity impact success in the workplace.

This nationally representative survey of 5,902 U.S. workers, including 4,744 who are not self-employed, was conducted Feb. 6-12, 2023, using the Center’s American Trends Panel . 1 The survey comes at a time when DEI efforts are facing some backlash and many major companies are laying off their DEI professionals .

Some key findings from the survey:

Relatively small shares of workers place a lot of importance on diversity at their workplace. About three-in-ten say it is extremely or very important to them to work somewhere with a mix of employees of different races and ethnicities (32%) or ages (28%). Roughly a quarter say the same about having a workplace with about an equal mix of men and women (26%) and 18% say this about a mix of employees of different sexual orientations.
More than half of workers (54%) say their company or organization pays about the right amount of attention to increasing DEI. Smaller shares say their company or organization pays too much (14%) or too little attention (15%), and 17% say they’re not sure. Black workers are more likely than those in other racial and ethnic groups to say their employer pays too little attention to increasing DEI. They’re also among the most likely to say focusing on DEI at work is a good thing (78% of Black workers say this), while White workers are the least likely to express this view (47%).
Women are more likely than men to value DEI at work. About six-in-ten women (61%) say focusing on increasing DEI at work is a good thing, compared with half of men. And larger shares of women than men say it’s extremely or very important to them to work at a place that is diverse when it comes to gender, race and ethnicity, age, and sexual orientation.
There are wide partisan differences in views of workplace DEI. Most Democratic and Democratic-leaning workers (78%) say focusing on DEI at work is a good thing, compared with 30% of Republicans and Republican leaners. Democrats are also far more likely than Republicans to value different aspects of diversity. And by wide margins, higher shares of Democrats than Republicans say the policies and resources related to DEI available at their workplace have had a positive impact.
Half of workers say it’s extremely or very important to them to work somewhere that is accessible for people with physical disabilities. About three-in-ten workers (29%) say this is somewhat important to them, and 21% say it’s not too or not at all important. A majority of workers (76% among those who do not work fully remotely) say their workplace is at least somewhat accessible for people with physical disabilities.
Many say being a man or being White is an advantage where they work. The survey asked respondents whether a person’s gender, race or ethnicity makes it easier or harder to be successful where they work. Shares ranging from 45% to 57% say these traits make it neither easier nor harder. But far more say being a man and being White makes it easier than say it makes it harder for someone to be successful. Conversely, by double-digit margins, more say being a woman, being Black or being Hispanic makes it harder than say it makes it easier to be successful where they work.

A majority of workers (56%) say focusing on increasing diversity, equity and inclusion at work is mainly a good thing; 28% say it is neither good nor bad, and 16% say it is a bad thing. Views on this vary along key demographic and partisan lines.

Bar chart showing a majority of workers say focusing on diversity, equity, and inclusion at work is a good thing

Half or more of both men and women say focusing on increasing DEI at work is a good thing, but women are more likely than men to offer this view (61% vs. 50%). In turn, men are more than twice as likely as women to say it is a bad thing (23% vs. 9%).

About two-thirds or more of Black (78%), Asian (72%) and Hispanic (65%) workers say that focusing on DEI at work is a good thing. Among White workers, however, fewer than half (47%) say it’s a good thing; in fact, 21% say it’s a bad thing. But there are wide partisan, gender and age gaps among White workers, with majorities of White Democrats, women and those under age 30 saying focusing on DEI at work is a good thing.

Workers under 30 are the most likely age group to say focusing on DEI at work is a good thing. About two-thirds (68%) of workers ages 18 to 29 say this, compared with 56% of workers 30 to 49, 46% of those 50 to 64, and 52% of those 65 and older.

Views also differ by educational attainment, with 68% of workers with a postgraduate degree saying focusing on DEI at work is a good thing, compared with 59% of those with a bachelor’s degree only and 50% of those with some college or less education.

Democratic and Democratic-leaning workers are much more likely to say focusing on DEI at work is a good thing (78%) than to say it is a bad thing (4%) or that it is neither good nor bad (18%). Views among Republican and Republican-leaning workers are more mixed: Some 30% say focusing on DEI at work is a good thing, while the same share (30%) say it’s a bad thing, and 39% say it’s neither good nor bad.

A majority of workers say their employer pays the right amount of attention to DEI

When it comes to the focus of their own employer, 54% of workers say their company or organization pays about the right amount of attention to increasing diversity, equity and inclusion. The remainder are divided between saying their employer pays too much (14%) or too little attention (15%), or that they’re not sure (17%).

Bar charts showing about three-in-ten Black workers say their employer pays too little attention to diversity, equity and inclusion

Women are more likely than men to say their employer pays too little attention to increasing DEI (17% vs. 12%). In turn, men are more likely than women to say too much attention is paid to this where they work (18% vs. 10%).

Black workers (28%) are the most likely to say their company or organization pays too little attention to increasing DEI, compared with smaller shares of White (11%), Hispanic (19%) and Asian (17%) workers who say the same.

Views on this question also differ by party. While half or more of both Republican and Democratic workers say their company or organization pays the right amount of attention to DEI, Democrats are more likely than Republicans to say their employer pays too little attention to it (21% vs. 7%). In turn, Republicans are more likely than Democrats to say their employer pays too much attention to DEI (24% vs. 6%).

Bar charts showing workers have mixed opinions on the value of different aspects of diversity where they work

While a majority of workers say focusing on increasing diversity, equity and inclusion at work is a good thing, relatively small shares place great importance on working at a place that is diverse when it comes to gender, race and ethnicity, age, and sexual orientation. About three-in-ten workers say it’s extremely or very important to them to work somewhere with a mix of employees of different races and ethnicities (32%) and ages (28%), while 26% say the same about having about an equal mix of men and women. And 18% say this about having a mix of employees of different sexual orientations at their workplace.

Women are more likely than men to say it’s extremely or very important to them to work at a place that is diverse across all measures asked about in the survey. For example, there are 11 percentage point differences in the shares of women compared with men saying it is extremely or very important to them to work somewhere that has a mix of employees of different races and ethnicities (37% vs. 26%) and about an equal mix of men and women (31% vs. 20%).

Black workers are among the most likely to value racial, ethnic and age diversity in the workplace. Some 53% of Black workers say it is extremely or very important to them to work somewhere with a mix of employees of different races and ethnicities, compared with 39% of Hispanic workers and 25% of White workers who say the same; 43% of Asian workers say this is important to them. (There is no statistically significant difference between the share of Asian workers and the shares of Black and Hispanic workers who hold this view.) And while 42% of Black workers highly value working somewhere with a mix of employees of different ages, smaller shares of Hispanic (33%), Asian (30%) and White (24%) workers say the same.

When it comes to diversity of sexual orientation, 28% of Black workers and 22% of Hispanic workers say it is extremely or very important to them to work somewhere that is diverse in this way; 15% each among White and Asian workers say the same.

Workers under age 50 are more likely than those 50 and older to say racial and ethnic diversity in their workplace is extremely or very important to them (35% vs. 26%). Workers younger than 50 are also more likely to say having about an equal mix of men and women is important to them, with workers ages 18 t0 29 the most likely to say this (34% vs. 26% of workers 30 to 49, and 20% each among those 50 to 64 and 65 and older).

There are also differences by educational attainment, with larger shares of workers with a postgraduate degree than those with less education saying it’s extremely or very important to them that their workplace is diverse across all measures asked about in the survey. For example, 44% of workers with a postgraduate degree say having a mix of employees of different races and ethnicities is extremely or very important to them, compared with 34% of those with a bachelor’s degree only and 27% of those with some college or less.

A dot plot showing Democrats are much more likely than Republicans to see value in different aspects of workplace diversity

Democratic workers are much more likely than Republican workers to say working somewhere that is diverse when it comes to gender, race and ethnicity, age, and sexual orientation is extremely or very important to them. In fact, about half of Democrats (49%) place great importance on having a mix of employees of different races and ethnicities where they work, compared with 13% of Republicans. And there are differences of at least 20 points between the shares of Democrats and Republicans saying it’s extremely or very important to them to work somewhere that has about an equal mix of men and women (39% of Democrats say this vs. 12% of Republicans) and a mix of employees of different ages (39% vs. 17%) and sexual orientations (27% vs. 7%).

Overall, a majority of workers say their workplace has a mix of employees of different ages (58% say this describes their current workplace extremely or very well). Smaller shares say their workplace has about an equal mix of men and women (38%) and a mix of employees of different races and ethnicities (46%) and sexual orientations (28%). These assessments do not vary much across demographic groups.

Half of workers place great importance on working at a place that is accessible for people with physical disabilities

Half of workers say it is extremely or very important to them to work somewhere that is accessible for people with physical disabilities; 29% say it is somewhat important and 21% say it is not too or not at all important to them.

Bar charts showing half of workers place great value in working somewhere that’s accessible to those with physical disabilities

Highly valuing an accessible workplace varies by gender, race and ethnicity, and party, but there is no significant difference in responses between those who do and don’t report having a disability.

About six-in-ten women (58%) say it is extremely or very important to them that their workplace is accessible, compared with 41% of men.

Black workers are more likely than workers of other racial and ethnic groups to place great importance on their workplace being accessible: 62% of Black workers say this is extremely or very important, compared with 51% of Hispanic, 48% of White and 43% of Asian workers.

A majority of Democrats (59%) say it is extremely or very important to them to work somewhere that is accessible for people with physical disabilities; 40% of Republican say the same. Some 27% of Republicans say this is not too or not at all important to them, compared with 15% of Democrats.

There is no statistically significant difference in the shares of workers who have a disability and those who do not saying it is extremely or very important to them to work somewhere that is accessible for people with physical disabilities. But workers who do not have a disability are more likely than those who do to say this is not too or not at all important to them (21% vs. 15%).

Among those who don’t work fully remotely, about three-quarters of workers (76%) say their workplace is at least somewhat accessible for people with physical disabilities, with 51% saying it is extremely or very accessible. Some 17% say their workplace is not too or not at all accessible, and 8% are not sure.

Bar chart showing a majority of workers say their workplace has policies to ensure fairness in hiring, pay or promotions

When asked whether the company or organization they work for has a series of measures that are typically associated with diversity, equity and inclusion efforts, a majority of workers say their employer has policies that ensure everyone is treated fairly in hiring, pay or promotions (61%), and 52% say there are trainings or meetings on DEI where they work.

Smaller shares say their workplace has a staff member whose main job is to promote DEI at work (33%), a way for employees to see the salary range for all positions (30%), and groups created by employees sometimes known as affinity groups or employee resource groups (ERGs) based on shared identities such as gender, race or being a parent (26%).

Responses do not vary much by most demographic characteristics. However, workers with at least a bachelor’s degree are consistently more likely than those with less education to say each of these five measures is available where they work.

Workers tend to see positive impact from policies and resources associated with DEI where they work

Among those whose workplace offers each policy or resource, a majority of workers say each measure has had a somewhat or very positive impact where they work. About a third or fewer workers say each resource has had neither a positive nor negative impact, and about one-in-ten or fewer say each of these has had a somewhat or very negative impact.

Bar chart showing a majority of workers say DEI-related policies and resources have had a positive impact at their workplace

Democrats and Republicans are about equally likely to say their workplace has these measures in place, but Democrats are more likely than Republicans to say the impact of each has been positive by margins ranging from 10 to 32 points (among those who say their workplace has these measures). For example, 66% of Democrats who say their workplace has a way for employees to see the salary range for all positions say this has had a somewhat or very positive impact, compared with 56% of Republicans who say this. And while about three-quarters of Democrats (74%) say having a staff member whose main job is to promote DEI at work has had a positive impact, fewer than half of Republicans (42%) say the same.

Women are more likely than men to say each of these policies and resources has had a very or somewhat positive impact where they work. This is mainly driven by gender differences among Republicans: There are double-digit differences in the shares of Republican women and Republican men who say many of these resources have had a positive impact. For example, 58% of Republican women say having a staff member whose main job is to promote DEI at work has had at least a somewhat positive impact where they work, compared with 31% of Republican men who hold this view. The same share of Republican women (58%) say having affinity groups or ERGs has had a positive impact, compared with 38% of Republican men who say the same.

Among Democrats, majorities of both men and women offer positive assessments of these resources in their workplace, but Democratic women are more likely than Democratic men to say having trainings or meetings on DEI at work have had a positive impact (72% vs. 65%).

While there are differences by race, ethnicity and age on overall attitudes about DEI in the workplace, there are no consistent differences along these dimensions in how workers with access to these policies and resources at their workplace assess their impact.

About half of workers who have participated in DEI trainings in the last year say they’ve been helpful

Out of all workers, about four-in-ten (38%) have participated in a DEI training in the last year. A similar share (40%) did not participate or say their workplace does not offer these trainings, and 21% are not sure if their employer offers these trainings.

A bar chart showing Republican women are more likely than Republican men to say the DEI trainings they have participated in have been helpful

Looking only at those whose company or organization has trainings or meetings on DEI, about three-quarters (73%) say they have participated in such trainings in the past year. And assessments of these trainings tend to be positive, with 53% of workers who’ve participated saying they were very or somewhat helpful. About a third (34%) give a more neutral assessment, saying the trainings were neither helpful nor unhelpful, and 13% say they were very or somewhat unhelpful.

While men and women are about equally likely to have participated in trainings on DEI in the past year, women are more likely than men to say the trainings have been at least somewhat helpful (60% vs. 46%).

Republicans and Democrats are also equally likely to say they’ve participated in these trainings in the past year, but Democrats are far more likely than Republicans to say the trainings have been helpful (66% vs. 36%). About one-in-five Republicans say they’ve been unhelpful (19%), compared with 9% of Democrats.

While both Democratic men and women offer similar assessments of the DEI trainings they’ve participated in, there are gender differences among Republican workers. Republican women are more likely than Republican men to say the trainings they’ve participated in have been helpful (47% vs. 28%). Conversely, 22% of Republican men, compared with 14% of Republican women, say the trainings have been unhelpful.

Few workers are members of affinity groups or ERGs at work

While 26% of workers say there are affinity groups or employee resource groups (ERGs) where they work, members of these groups account for a very small share of workers overall. Just 6% of workers say they are members of an affinity group or ERG, with 58% of workers saying these groups are either not available at their workplace or that they aren’t a member. Another 37% say they are not sure if their workplace offers these groups.

When asked about the impact a person’s gender, race or ethnicity has on their ability to succeed at work, workers tend to say these characteristics neither make it easier nor harder to be successful at their workplace.

Bar chart showing more than a third of workers say being a man makes it easier to be successful where they work

Still, when it comes to gender, workers are more likely to say being a man makes it easier to be successful where they work than to say it makes it harder (36% vs. 6%). In contrast, a larger share says being a woman makes it harder to be successful than say it makes it easier (28% vs. 11%).

Men and women have different views on the impact gender has on a person’s ability to succeed where they work. Some 44% of women say being a man makes it at least a little easier to be successful, including 24% who say it makes it a lot easier. This compares with 29% of men who say being a man makes it at least a little easier to be successful.

Similarly, 34% of women say being a woman makes it harder to be successful where they work, compared with 21% of men.

Bar chart showing about a third of women say being a woman makes it harder to be successful where they work

Women under age 50 are especially likely – more so than women ages 50 and older or men in either age group – to say being a man makes it easier to be successful where they work and that being a woman makes it harder. For example, 38% of women ages 18 to 49 say being a woman makes it harder to be successful where they work. This compares with 29% of women 50 and older, 25% of men younger than 50, and an even smaller share of men 50 and older (13%).

When it comes to views about how race or ethnicity affects people’s ability to succeed at work, 51% of Black workers say being Black makes it harder to be successful where they work. This is significantly higher than the shares of Asian (41%), Hispanic (23%) and White (18%) workers who say the same about the impact of being Black.

Bar charts showing about half of Black and Asian workers say being White makes it easier to be successful where they work

Similarly, about four-in-ten Asian workers (39%) say being Asian makes it harder to be successful in their workplace, a higher share than workers of other racial and ethnic groups who say the same about being Asian.

Hispanic, Black and Asian workers are about equally likely to say being Hispanic makes it harder to be successful where they work. A smaller share of White workers say the same about being Hispanic.

When asked about the impact of being White in their workplace, workers across racial and ethnic groups are more likely to say it makes it easier than to say it makes it harder to be successful. This is especially the case among Black and Asian workers. About half of Black (52%) and Asian (51%) workers say being White makes it easier to be successful where they work, compared with 37% of Hispanic and 24% of White workers who say the same about being White.

Previously released findings from this survey found that Black workers are more likely than White, Hispanic and Asian workers to report that they have experienced discrimination or have been treated unfairly by an employer in hiring, pay or promotions because of their race or ethnicity at some point in their careers (though not necessarily where they currently work). Women are also more likely than men to say they’ve experienced such discrimination because of their gender.

Bar chart showing Democrats and Republicans differ in views of how gender, race and ethnicity impact success at their workplace

There are large partisan gaps in views of whether gender, race or ethnicity make it easier or harder to be successful at work. Some 47% of Democratic workers say being a man makes it at least somewhat easier to be successful at their workplace, compared with 25% of Republican workers. Democrats are also more likely than Republicans to say being a woman makes it harder to succeed (37% vs. 17%).

Democratic and Republican women are more likely than their male counterparts to say being a woman makes it harder – and being a man makes it easier – to be successful where they work. The differences between Republican women and Republican men are particularly striking. About a quarter of Republican women (26%) say being a woman makes it harder to be successful, compared with 10% of Republican men. And while 36% of Republican women say being a man makes it easier to be successful where they work, just 16% of Republican men say the same.

Democratic workers are more than three times as likely as Republican workers to say being White makes it easier to succeed where they work (48% vs. 13%), and they are also more likely than Republicans to say being Black, Hispanic or Asian makes it harder. About four-in-ten Democrats (39%) say being Black makes it harder for someone to succeed at their workplace, compared with just 9% of Republicans. Similarly, 30% of Democrats say being Hispanic makes it harder to succeed, compared with 8% of Republicans. And while smaller shares in both parties say being Asian makes it harder to succeed, Democrats are more likely than Republicans to say this (16% vs. 6%). These partisan differences remain when looking only at Democrats and Republicans who are White.

For details, see the Methodology section of the report. The analysis in this report is based on U.S. workers who are employed full time or part time, who are not self-employed, and who have only one job or have multiple jobs but consider one their primary job (99% of workers who are not self-employed have one job or a primary job). Additionally, the analysis is restricted to workers at companies or organizations with at least 10 employees as certain federal requirements such as non-discrimination mandates apply to larger workplaces. ↩
Non-White adults include Black, Hispanic, Asian and other races besides White, as well as people who identify as more than one race. The sample sizes among Black, Hispanic and Asian workers who have affinity groups or ERGs at work are too small to analyze separately. ↩

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Table of contents, about a third of u.s. workers who can work from home now do so all the time, how americans view their jobs, the enduring grip of the gender pay gap, for today’s young workers in the u.s., job tenure is similar to that of young workers in the past, majority of u.s. workers changing jobs are seeing real wage gains, most popular.

About Pew Research Center Pew Research Center is a nonpartisan fact tank that informs the public about the issues, attitudes and trends shaping the world. It conducts public opinion polling, demographic research, media content analysis and other empirical social science research. Pew Research Center does not take policy positions. It is a subsidiary of The Pew Charitable Trusts .

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