Patrick Boyle

Talent Analytics & Strategy Consultant Dell Technologies

Dr. J. Patrick Boyle is a talent analytics consultant for Dell Technologies. Trained as an experimental psychologist, he uses workforce statistics and research methods to provide business intelligence and strategic direction for various talent initiatives including employee engagement, leadership development, career movement, and diversity & inclusion.

Prior to joining Dell Technologies, Dr. Boyle was the Director of Research Initiatives & Public Hearings for the Equal Employment Practices Commission, an independent oversight organization that audits EEO practices of the City of New York municipal workforce. Earlier in his career he was a manager at Accenture, a global consulting firm, and served as an adjunct professor at Vassar College, Dominican College and The New School University.

He holds a M.A. degree from The College of William & Mary and a Ph.D. degree in Experimental Psychology from The New School for Social Research.

Main Conference Day One: Thursday, February 27 2020

11:45 AM How Occupational Segregation Can Improve Workplace Diversity Initiatives

A function of D&I units is to minimize the barriers people may face when trying to find and obtain work that suits their skills and experience. Barriers can be very subtle, such as "word-of-mouth recruitment". This type of barrier is also referred to as “opportunity hoarding”, and is often overlooked by those who benefit from it. These barriers harm not only employees, but also organizations that are less able to access, retain, and promote the best possible candidates as a result. One of the many ways to spot these barriers is to explore how different demographic groups are spread across occupations and how people might be assisted in or restricted from holding certain roles.

Learn in this session:

How Occupational segregation (OS), the slotting of a primary race- or gender-based groups into particular occupations, can have a harmful effect not only on employees’ income and stability but also on organizational outcomes
Measuring occupational segregation will tell us how far we are from that ideal so we can provide a resolution

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