Nearly Half of U.S. Employers Fail to Implement Formal Diversity Recruitment Programs, and Diverse Job Seekers Are Taking Notice

MAYNARD, Mass. and WASHINGTON, D.C.--(BUSINESS WIRE)--Nov. 16, 2005--

Monster and Diversity Best Practices Unveil Diversity Recruiting Survey Revealing Prevalent Employer Practices and Job Seeker Attitudes

Monster(R), the leading global online careers and recruitment resource and flagship brand of Monster Worldwide, Inc. (NASDAQ: MNST), and Diversity Best Practices today announced the availability of a new research study: "Bridging the Gap: Diverse Job Seekers, Employers and the Internet." The report reveals that 82 percent of ethnically diverse online job seekers believe that the resources a company dedicates to diversity recruiting reflects the company's overall commitment to creating a diverse workforce. Yet, only 54 percent of U.S. employers implement such recruitment programs.

Drawing on surveys conducted with more than 200 HR professionals at U.S. employers with 500 or more employees, and nearly 500 online, ethnically diverse job seekers, the report provides new insight into corporate diversity recruiting practices, attitudes held by African-American, Hispanic and Asian job seekers about diversity issues in the recruitment process, and the connection points and gaps between employers and these seekers.

Key findings regarding ethnically diverse online job seekers in the U.S. include:

-- 86% agree that "it is important that the organization I work for actively tries to recruit and retain a diverse workforce" -- 82% believe that you can tell how much effort and resources companies put into diversity recruiting whether they are truly committed to creating a diverse workforce; and -- Nearly 60% look for information on organizations' diversity policies and programs when they are looking for a job. U.S. employer-specific key findings include: -- 66% of companies have an official written statement conveying the organization's mission or vision regarding diversity -- 54% have a formal diversity program, which may include initiatives such as diversity training, diversity recruitment, employee forums or mentoring programs -- 37% have specific diversity targets or goals; and -- 3% have a separate diversity recruitment budget.

"The data suggests that the issue of diversity remains important to minority job seekers when they are evaluating potential employers," said Steve Pemberton, Vice President, Diversity and Inclusion, Monster. "They are actively looking to companies to prove their commitment to building workforce diversity. Clearly, the survey findings show that there remains a significant opportunity for a large percentage of U.S. companies to implement formal policies and programs that will help make diversity a reality within their organizations and make them more appealing to prospective employees."

Edie Fraser, Founder of Diversity Best Practices added, "According to our findings, the majority of U.S. employers and job seekers alike believe that diversity engenders two important qualities necessary to maintain a competitive edge: innovation and creativity. It is imperative that a company dedicate resources to help promote a culture of inclusion, and to ensure it presents a clear, consistent message to future employees about its commitment to diversity in order to recruit and retain the best talent."

"Bridging the Gap: Diverse Job Seekers, Employers and the Internet" details how the Internet is one of the most effective means of reaching diverse job seekers, and provides further insight into how the medium can be better used by employers looking to reach diverse seekers. Also, in addition to examining the practices of employers, the study delves into the perceptions and attitudes of diverse job seekers. The full findings of the survey are available for free at: http://diversityresearch.monster.com/.

Survey Methodology: Human Resources Professionals Study

The survey findings presented here are the results of a telephone study conducted August 5-24, 2005, by Roper Public Affairs & Media - a part of GfK NOP - of 202 Human Resources professionals. Respondents were selected from a nationally representative sample of companies with 500 or more employees, as identified by Dun & Bradstreet. Data was weighted using Dun & Bradstreet data to accurately represent the proportion of companies with 500-999 employees and 1,000 or more employees. Therefore, for this research, "midsize" companies refer to those with 500-999 employees, "large" companies have 1,000 or more employees.

Survey Methodology: Online Diverse Job Seekers Study

The findings presented are the results of an online study conducted August 16-25, 2005 by Roper Public Affairs & Media - a part of GfK NOP - of 486 adult Americans ages 18 or older. Respondents were recruited from an online panel and qualified for the study on two criteria: (1) ethnicity (African-American, Hispanic or Asian) and (2) having recently looked for a job using online resources.

About Diversity Best Practices

Diversity Best Practices (DBP) is a leading management service that assists corporations and organizations in the development of fully integrated diversity programs. DBP has more than 150 members and works with hundreds of corporations and organizations. DBP works with many of the non-profit diverse organizations and many diverse publications as partners. The Business Women's Network (BWN) is also part of the family of DBP and reaches out to more than 1000 women's organizations and thousands of entrepreneurs. DBP and BWN are part of PAG, a subsidiary of iVillage Inc. (Nasdaq: IVIL - News), a leading women's media company and the number-one women's community online. The iVillage Network is the 30th most visited Web site in the U.S. with more than 15 million unique monthly visitors (comScore Media Metrix, August 2004).

About Monster

Monster is the leading global online careers and recruitment resource. A division of Monster Worldwide, Monster was founded in 1994 and is headquartered in Maynard, Massachusetts, USA. Monster has 26 local language and content sites in 24 countries worldwide. Monster is known for connecting quality job seekers at all levels with leading employers across all industries and offers employers innovative technology and superior services that give them more control over the recruiting process. More information is available at www.monster.com or by calling 1-800-MONSTER. To learn more about Monster's industry-leading employer products and services, please visit http://recruiter.monster.com.

Special Note: Safe Harbor Statement Under the Private Securities Litigation Reform Act of 1995: Except for historical information contained herein, the statements made in this release constitute forward-looking statements within the meaning of Section 27A of the Securities Act of 1933 and Section 21E of the Securities Exchange Act of 1934. Such forward-looking statements involve certain risks and uncertainties, including statements regarding the Monster Worldwide, Inc.'s strategic direction, prospects and future results. Certain factors, including factors outside of Monster Worldwide's control, may cause actual results to differ materially from those contained in the forward- looking statements, including economic and other conditions in the markets in which Monster Worldwide operates, risks associated with acquisitions, competition, seasonality and the other risks discussed in Monster Worldwide's Form 10-K and our other filings made with the Securities and Exchange Commission, which discussions are incorporated in this release by reference.

CONTACT: Weber Shandwick Worldwide (For Monster) Andy Rohr, 617-520-7030 arohr@webershandwick.com or Diversity Best Practices Sandy Butler Whyte, 202-463-3765 sbw@TPAG.com SOURCE: Monster