Bank of America's workforce has undergone a significant shift in racial diversity over the past six years. The share of white employees decreased from 53.2 percent in 2019 to 47.2 percent in 2024, marking a notable change in the company's demographic composition. Meanwhile, the representation of Hispanic, Asian, and Black racial groups grew steadily. The second-largest racial group in the observed period was Hispanic, whose share increased from 17.9 to 19.2 percent.

This dataset tracks annual diversity score from 2019 to 2023 for America's Finest Charter vs. California and America's Finest Charter School District

Diversity in Tech Statistics: In today's tech-driven world, discussions about diversity in the technology sector have gained significant traction. Recent statistics shed light on the disparities and opportunities within this industry. According to data from various sources, including reports from leading tech companies and diversity advocacy groups, the lack of diversity remains a prominent issue. For example, studies reveal that only 25% of computing jobs in the United States are held by women, while Black and Hispanic individuals make up just 9% of the tech workforce combined. Additionally, research indicates that LGBTQ+ individuals are underrepresented in tech, with only 2.3% of tech workers identifying as LGBTQ+. Despite these challenges, there are promising signs of progress. Companies are increasingly recognizing the importance of diversity and inclusion initiatives, with some allocating significant resources to address these issues. For instance, tech giants like Google and Microsoft have committed millions of USD to diversity programs aimed at recruiting and retaining underrepresented talent. As discussions surrounding diversity in tech continue to evolve, understanding the statistical landscape is crucial in fostering meaningful change and creating a more inclusive industry for all. Editor’s Choice In 2021, 7.9% of the US labor force was employed in technology. Women hold only 26.7% of tech employment, while men hold 73.3% of these positions. White Americans hold 62.5% of the positions in the US tech sector. Asian Americans account for 20% of jobs, Latinx Americans 8%, and Black Americans 7%. 83.3% of tech executives in the US are white. Black Americans comprised 14% of the population in 2019 but held only 7% of tech employment. For the same position, at the same business, and with the same experience, women in tech are typically paid 3% less than men. The high-tech sector employs more men (64% against 52%), Asian Americans (14% compared to 5.8%), and white people (68.5% versus 63.5%) compared to other industries. The tech industry is urged to prioritize inclusion when hiring, mentoring, and retaining employees to bridge the digital skills gap. Black professionals only account for 4% of all tech workers despite being 13% of the US workforce. Hispanic professionals hold just 8% of all STEM jobs despite being 17% of the national workforce. Only 22% of workers in tech are ethnic minorities. Gender diversity in tech is low, with just 26% of jobs in computer-related sectors occupied by women. Companies with diverse teams have higher profitability, with those in the top quartile for gender diversity being 25% more likely to have above-average profitability. Every month, the tech industry adds about 9,600 jobs to the U.S. economy. Between May 2009 and May 2015, over 800,000 net STEM jobs were added to the U.S. economy. STEM jobs are expected to grow by another 8.9% between 2015 and 2024. The percentage of black and Hispanic employees at major tech companies is very low, making up just one to three percent of the tech workforce. Tech hiring relies heavily on poaching and incentives, creating an unsustainable ecosystem ripe for disruption. Recruiters have a significant role in disrupting the hiring process to support diversity and inclusion. You May Also Like To Read Outsourcing Statistics Digital Transformation Statistics Internet of Things Statistics Computer Vision Statistics

This dataset tracks annual diversity score from 2004 to 2023 for Middle School 137 America's Sch-heroes vs. New York and New York City Chancellor's Office School District

During a 2021 survey, nearly 30 percent of responding internet users from Mexico stated that they felt represented in the majority of video ads they saw while streaming digital video content; the remaining 70 percent said they did not feel represented. For Brazil, the shares were 39 and 61 percent, respectively.

This dataset tracks annual diversity score from 2008 to 2023 for American National University vs. Virginia

According to a survey conducted in 2024, over half of Americans believed that diversity, equity, and inclusion (DEI) efforts in the workplace generally helped Black women, Black men, and Hispanic women in the United States. A further 49 percent shared this same belief for Hispanic men. In contrast, only 14 percent said that DEI practices helped white men at work in that year.

This dataset tracks annual diversity score from 2008 to 2023 for American National University-Pikeville vs. Kentucky

This is the replication package for the paper "Displacement, Diversity, and Mobility: Career Impacts of Japanese American Internment", by Jaime Arellano-Bover.

We investigate the empirical relationship between ethnicity and culture, defined as a vector of traits reflecting norms, values, and attitudes. Using survey data for 76 countries, we find that ethnic identity is a significant predictor of cultural values, yet that within-group variation in culture trumps between-group variation. Thus, in contrast to a commonly held view, ethnic and cultural diversity are unrelated. Although only a small portion of a country's overall cultural heterogeneity occurs between groups, we find that various political economy outcomes (such as civil conflict and public goods provision) worsen when there is greater overlap between ethnicity and culture.

This dataset tracks annual diversity score from 2011 to 2023 for American Preparatory Academy - The School For New Americans vs. Utah and American Preparatory Academy School District

In 2024, more than ** percent of people employed in the motion picture and video industries in the United States identified as white. About one out of ten employees identified as Black or African American. That same year, almost ********** of employees in the U.S. film industry were male.

Truist Bank had the highest proportion of Black employees among major U.S. banks, at 19.08 percent of its total workforce. Capital One ranked second at over 15 percent, while PNC, Bank of America, and JPMorgan Chase each maintained Black employee representation between 14 and 15 percent.

This dataset tracks annual diversity score from 2017 to 2023 for National American University-Indianapolis vs. Indiana

This data is a collection of the National Park Services' publications touching on the historical experiences of those who have been underrepresented in traditional histories. The National Park Service strives to tell the stories of all Americans. We tell these stories at parks such as Manzanar National Historic Site, Cane River Creole National Historical Park, Sand Creek Massacre National Historic Site, and Rosie the Riveter/WWII Home Front National Historical Park. We also tell these stories through our preservation programs such as the National Register of Historic Places and the National Historic Landmarks Program and through research and publication by many parks and programs. All are part of an effort to provide an inclusive and honest look at American history. - Telling all americans’ stories: Publications on diverse and inclusive history(U. S. National park service). (n.d.). Retrieved March 7, 2025, from https://www.nps.gov/articles/publications-diverse.htm

The goal of this study was to conduct a population genetic assessment of native American chestnut populations in the understudied northern range in Canada and along a transect towards the center of the U.S. to examine the impact of the decline caused by chestnut blight and role of genetic diversity on population dynamics and recovery.

This dataset tracks annual diversity score from 2008 to 2023 for American Academy of Dramatic Arts-Los Angeles vs. California

This graph shows the population of the U.S. by race and ethnic group from 2000 to 2023. In 2023, there were around 21.39 million people of Asian origin living in the United States. A ranking of the most spoken languages across the world can be accessed here. U.S. populationCurrently, the white population makes up the vast majority of the United States’ population, accounting for some 252.07 million people in 2023. This ethnicity group contributes to the highest share of the population in every region, but is especially noticeable in the Midwestern region. The Black or African American resident population totaled 45.76 million people in the same year. The overall population in the United States is expected to increase annually from 2022, with the 320.92 million people in 2015 expected to rise to 341.69 million people by 2027. Thus, population densities have also increased, totaling 36.3 inhabitants per square kilometer as of 2021. Despite being one of the most populous countries in the world, following China and India, the United States is not even among the top 150 most densely populated countries due to its large land mass. Monaco is the most densely populated country in the world and has a population density of 24,621.5 inhabitants per square kilometer as of 2021. As population numbers in the U.S. continues to grow, the Hispanic population has also seen a similar trend from 35.7 million inhabitants in the country in 2000 to some 62.65 million inhabitants in 2021. This growing population group is a significant source of population growth in the country due to both high immigration and birth rates. The United States is one of the most racially diverse countries in the world.

The purpose of this study was to understand the processes of development and advancement that produce minority executives by examining the cultures, orientations toward executive development, and approach to promoting racial diversity in management of three major U.S. organizations. The participants were employees at three major U.S. companies. The companies were selected because they are leaders in their industries in promoting racial diversity in management. They represent industries with different levels of technological intensity, and their culture and employment practices were all different. The target participants included 54 employees: 20 Minority Executives, 13 Minority Managers, 13 White Executives, and 8 White Managers. Of theses participants, 8 were women. In addition, 158 interviews were conducted with current or former supervisors, peers, and subordinates of the target participants, and 28 interviews were conducted with corporate officers, HR professionals, and others who were or had played a role in diversity management positions such as key succession planning, affirmative action, or diversity management of the three companies. Companies were asked to provide the contributor with a list of African American, Asian American, and Hispanic Americans who met the executive criteria for the study. A subset of these individuals was selected. Based on this group of minorities, a group of individuals was then selected from each of the comparison groups: White executives, plateaued minority managers, and plateaued White managers. The study consisted of Focal Interviews, Role Set Interviews, Corporate Interviews, and included personnel records, archival data, and other documents. The Focal Interview was administered to the 54 target participants and its purpose was to enable the participants to describe their upbringing, education, and career as they experienced it. This interview collected information to build personal histories and career biographies, explored issues salient to career experiences such as race, developmental relationships, and critical career incidents, sought to understand the effects of corporate context on career and development, and enabled participants to describe their careers from their personal perspective. The Role Set interview was administered to the 158 current or former supervisors, peers, and subordinates of the target participants. The purpose of this interview was to obtain additional perspectives on the target participants' strengths, weaknesses, management style, their career development, and the extent their race and gender influenced behavior. The Corporate Interview was administered to the 28 corporate officers, HR professionals, and others who were or had played a role in diversity management positions such as key succession planning, affirmative action, or diversity management of the three companies. The purpose of this final interview was to understand the histories, culture, executive development, and approaches to promoting racial diversity in management of the three organizations. Lastly, personnel records were used to construct individual career biographies and to validate interview data, archival records from one organization was used to validate career trajectory patterns, and published and unpublished documents were gathered on each companies' diversity efforts over a thirty year period. Variables assessed include supervisory positions, tenure, upbringing, career history, education, race, mentors, high and low career points, management style, and strengths and weaknesses. The Murray Research Archive holds electronic text file transcripts from this study.

Access to all signals that led to the daily ESG scoring That includes a variety of data sources such as: - Official Financial and ESG scoring - Analysis and Articles from specialized platforms or online materials - Social Media signals and posts: Some are mainstream, and others are specialized in specific topics such as LGBTQIA, Women in the Workplace.