Underrepresentation: How to Support Underrepresented Groups

Underrepresentation occurs when a given group is less represented in a subpopulation than they are within the larger population as a whole. In practice, this might mean, for example, a certain ethnicity comprising forty percent of the population but only ten percent of the CEOs in a given country. As another example, imagine ten percent of a country’s population has learning differences but only one percent of that group receives any higher education.

The reverse—overrepresentation—is also possible. Consider a group that makes up only five percent of the population but accounts for twenty-five percent of the low-income individuals in a given state. Discrepancies like underrepresentation and overrepresentation point to the lack of resources and unique structural barriers many underrepresented groups face.

Underrepresentation is a social sciences concept, but it has a real effect on people’s lives. By addressing these issues, organizations can create a more diverse, equitable, inclusive, and truly representative environment for all people. This can lead to positive outcomes like historically underrepresented college students staying in school and greater employee retention for disadvantaged groups in general.

Consider the science, technology, engineering, and mathematics fields, or STEM fields. Currently, there’s major underrepresentation of women in these disciplines. As STEM companies offer more women a seat at their tables, the companies—and the wider world—will reap rewards in creativity, ingenuity, and labor power simply by adding more intelligent, capable people to their ranks.

True representation ends up helping everyone. The more closely a team resembles the world around an organization, the better the team will be able to understand and serve everyone, regardless of background.

Creating truly representative environments leads to a personal sense of empowerment for those who were previously underrepresented. Keep these seven tips in mind as you try to even out representation:

1. 1. Examine unconscious biases. Even the most well-meaning and benevolent people fall prey to unconscious bias. Underrepresented groups suffer from fewer opportunities simply because of conscious or unconscious bias among the majority of the population. Look for these biases to ensure you do all you can to overcome them and create a truly representative team.
2. 2. Identify underrepresented groups. Keep an eye on the demographics of your school, work, or social group to see if you lack representation from any specific groups of people. For instance, upon performing such an audit, you might discover that your organization has no AAPI (or Asian Americans and Pacific Islanders) staff. You can use this information to find ways to add people of this identity in your ranks.
3. 3. Inquire as to what needs addressing. Even if you eradicate low representation of any group, there’s still work you can do. Ask your team members what actions you can take to ensure the most inclusive and celebratory work environment possible. Imagine a hypothetical university in New York whose humanities department has just achieved equitable representation in its faculty. Rather than rest on their laurels, the department heads can now work to ensure they meet the same goal when it comes to inviting guest speakers to lecture at their campus.
4. 4. Pursue inclusive strategies. Underrepresented students and employees should feel welcome in all aspects of their studies or work. As you work toward equitable outcomes in building a team, remember to work toward inclusive ones, too. Do your best to ensure people feel like they are both represented and celebrated for who they are and where they come from as unique individuals.
5. 5. Provide a clear seat at the table. Underrepresented people should have all the same opportunities to display competency and excellence as anyone else. Seek out ways to provide a seat at the table when it comes to decision-making and mutual goals. For example, a school could provide a forum for first-generation students of Latinx heritage to vocalize their unique needs and suggestions to improve the campus overall.
6. 6. Seek help. If you feel unsure of the best way to help underrepresented populations, that’s okay—there are plenty of resources and professionals who can help you. Consult with diversity, equity, and inclusion (DEI) experts to learn how you can make your organization truly representative. Keep in mind that any underrepresented people in your current orbit already have full-time jobs and concerns of their own. Avoid crossing over into tokenizing if you attempt to enlist their services to this end.
7. 7. Stand against disparities. Take a bold stance as an individual and a member of your organization to rectify historic inequities. Focus on outreach to underrepresented groups while ensuring equal opportunities for people of all races, ethnic groups, sexual orientations, gender identities, religious backgrounds, and other designations. Also, stand up to injustice when you see it, both within and outside your organization.

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