Bank of America's workforce diversity reveals a complex landscape, with white employees dominating executive and senior leadership roles at 71 percent in 2024. This stark contrast to other job categories highlights the ongoing challenges in achieving racial equity at the highest levels of the organization, despite progress in overall workforce diversity.

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 layer summarizes racial and ethnic diversity in the United States. The Diversity Index shows the likelihood that two persons chosen at random from the same area, belong to different race or ethnic groups. The index ranges from 0 (no diversity) to 100 (complete diversity).The data shown is from Esri's 2020 Updated Demographic estimates using Census 2010 geographies. The map adds increasing level of detail as you zoom in, from state, to county, to ZIP Code, to tract, to block group data. Esri's U.S. Updated Demographic (2020/2025) Data: Population, age, income, sex, race, home value, and marital status are among the variables included in the database. Each year, Esri's Data Development team employs its proven methodologies to update more than 2,000 demographic variables for a variety of U.S. geographies.Additional Esri Resources:Esri DemographicsU.S. 2020/2025 Esri Updated DemographicsEssential demographic vocabularyPermitted use of this data is covered in the DATA section of the Esri Master Agreement (E204CW) and these supplemental terms.

Bank of America's leadership diversity in 2024 reveals progress but also room for improvement. While 42 percent of U.S.-based manager positions were held by ethnic minorities, representation decreased at higher levels. This pattern of diminishing diversity in senior roles is common across major U.S. banks, highlighting an industry-wide challenge in promoting and retaining diverse talent in top positions.

This map shows the diversity index of the population in the USA in 2010 by state, county, tract, and block group. "The diversity index summarizes racial and ethnic diversity. The index shows the likelihood that two people, chosen at random from the same area, belong to different race or ethnic groups. The index ranges from 0 (no diversity) to 100 (complete diversity). For example, a diversity index of 59 means there is a 59 percent probability that two people randomly chosen would belong to different race or ethnic groups." -Esri DemographicsIt calls to the 2010 Census service with attributes related to race and ethnicity. The symbology is replicated at all geography levels so that the legend represents the same values with the same set of colors.

The percent chance that two people picked at random within an area will be of a different race/ethnicity. This number does not reflect which race/ethnicity is predominant within an area. The higher the value, the more racially and ethnically diverse an area. Source: U.S. Bureau of the Census, American Community Survey Years Available: 2010, 2011-2015, 2012-2016, 2013-2017, 2014-2018, 2015-2019, 2017-2021, 2018-2022

In 2024, gender diversity in the U.S. workforce of Bank of America varied across job categories. The share of female employees was highest in the administrative support segment, where approximately 69 percent of the employees were women. With 52.7 percent, the majority of the first and mid-level officials and managers were also female. In terms of professionals, the share of female employees was around 39.7 percent. On the executive and senior level, 39.3 percent of the employees were female.

This dataset is about book subjects and is filtered where the books includes Cultural diversity and the American experience : political participation among Blacks, Appalachians, and Indians, featuring 10 columns including authors, average publication date, book publishers, book subject, and books. The preview is ordered by number of books (descending).

Institutions of higher education (IHE) throughout the United States have a long history of acting out various levels of commitment to diversity advancement, equity, and inclusion (DEI). Despite decades of DEI “efforts,” the academy is fraught with legacies of racism that uphold white supremacy and prevent marginalized populations from full participation. Furthermore, politicians have not only weaponized education but passed legislation to actively ban DEI programs and censor general education curricula (https://tinyurl.com/antiDEI). Ironically, systems of oppression are particularly apparent in the fields of Ecology, Evolution, and Conservation Biology (EECB)–which recognize biological diversity as essential for ecological integrity and resilience. Yet, amongst EECB faculty, people who do not identify as cis-heterosexual, non-disabled, affluent white males are poorly represented. Furthermore, IHE lack metrics to quantify DEI as a priority. Here we show that only 30.3% of US-faculty positions advertised in EECB from Jan 2019-May 2020 required a diversity statement; diversity statement requirements did not correspond with state-level diversity metrics. Though many announcements “encourage women and minorities to apply,” empirical evidence demonstrates that hiring committees at most institutions did not prioritize an applicant’s DEI advancement potential. We suggest a model for change and call on administrators and faculty to implement SMART (i.e., Specific, Measurable, Achievable, Realistic, and Timely) strategies for DEI advancement across IHE throughout the United States. We anticipate our quantification of diversity statement requirements relative to other application materials will motivate institutional change in both policy and practice when evaluating a candidate’s potential “fit”. IHE must embrace a leadership role to not only shift the academic culture to one that upholds DEI, but to educate and include people who represent the full diversity of our society. In the current context of political censure of education including book banning and backlash aimed at Critical Race Theory, which further reinforce systemic white supremacy, academic integrity and justice are more critical than ever. Methods Here we investigated the (lack of) process in faculty searches at IHE for evaluating candidates’ ability to advance DEI objectives. We quantified the prevalence of required diversity statements relative to research and/or teaching statements for all faculty positions posted to the Eco-Evo Jobs Board (http://ecoevojobs.net) from January 2019 - May 2020 as a proxy for institutional DEI prioritization (Supplement). We also mapped the job posts that required diversity statements geographically to gauge whether and where diversity is valued in higher education across the US. Data analysis We pulled all faculty jobs posted on Eco-Evo jobs board (http://ecoevojobs.net) from Jan 1, 2019, to May 31, 2020. For each position, we recorded the Location (i.e., state), Subject Area, Closing Date, Rank, whether or not the position is Tenure Track, and individual application materials (i.e., Research statement, Teaching statement, combined Teaching and Research statement, Diversity statement, Mentorship statement). Of the 543 faculty positions posted during this time, we eliminated 299 posts because the web links were broken or application information was no longer available (i.e., “NA”), leaving 244 faculty job posts. For each of the retained posts, we coded the requirement of teaching, research, diversity, and/or mentorship statements as follows:

"Yes” = statement required “No” = statement not required “Other” = application materials did not explicitly require a Diversity Statement (i.e., option or suggested that applicants include a statement on diversity and inclusion as a component of their teaching and/or research statement or in their cover letter)

Data visualization We created a Sankey diagram using Sankey Flow Show (THORTEC Software GmbH: www.sankeyflowshow.com) to compare diversity and representation from the general population, through (Science, Technology, Engineering, and Mathematics) STEM academia (a career hierarchy often referred to as the “leaky pipeline”). We procured population data from the US Census Bureau (US Department of Commerce: https://www.census.gov/quickfacts/fact/table/US/PST045219) and quantified the diversity/representation in Conservation Biology (https://datausa.io/profile/cip/ecology-evolution-systematics-population-biology#demographics) and Ecology (https://datausa.io/profile/cip/conservation-biology) using Data USA (developed by Deloitte Touche Tohmatsu Limited and Datawheel). We used the 2015 Diversity Index (produced by PolicyLink and the USC Program for Environmental and Regional Equity: https://nationalequityatlas.org/indicators/Diversity_index/Ranking:33271/United_States/false/Year(s):2015/) to quantify relative ethnic diversity per state, and graphed Figure 2B using the tidyverse, rgdal, broom, and rgeos packages in R (see Base code used to produce Figure 2 in R, below). The Diversity index measures the representation of White, Black, Latino, Asian/Pacific Islander, Native American, and Mixed/other race in a given population. A maximum possible diversity score (1.79) would indicate even representation of all ethnic/racial groups. We checked all figures using the Color Blindness Simulator (ColBlindor: https://www.color-blindness.com/coblis-color-blindness-simulator/) to maintain inclusivity.

The dataset contains information on the Household Dietary Diversity for different countries in Central America. In the categorical column Attribute we have three possibilities: Crisis, Accentuated and None. The value column shows the percentage of the sample that falls under a certain Attribute category. The data are collected since December 2020 and are categorised by country, department and municipality.

For more information contact GIS4Tech: info@gis4tech.com. You can also visit the PREDISAN platform https://predisan.gis4tech.com/ca4 for detailed, accurate information.

Except for JPMorgan Chase, Citigroup, Capital One and Bank of America, the share of minority employees in the total U.S.-based workforce of the leading U.S. banks was less than 50 percent. Among the observed banks, JPMorgan Chase had the most diverse workforce, with 56 percent of the employees who self-identified were racial minorities. JPMorgan Chase was followed by Citigroup, where the share of people of color was approximately 53 percent. Capital One ranked third in terms of racial diversity. Here, the share of non-white employees in the U.S.-based workforce was 51.4 percent. The share was the lowest at PNC Financial Services, where approximately 38 percent of the workforce were non-white.

About a quarter of American moviegoers agreed that the Academy Awards had a diversity problem and that the nominees were not diverse enough in terms of race, gender and nationality in 2025. On the contrary, less than 35 percent disagreed and thought that the Oscars were diverse enough.

The American Medical Informatics Association (AMIA) Task Force on Diversity, Equity, and Inclusion (DEI) was established to address systemic racism and health disparities within biomedical and health informatics, aligning with AMIA’s mission to transform healthcare through trusted science, education, and informatics practice. AMIA member voices, responding to police brutality and COVID-19's impact on Black and/or African American communities, spurred the creation of AMIA’s DEI initiatives. The Task Force proposed actionable recommendations to the AMIA Board of Directors across five domains: translational bioinformatics, clinical research, consumer, clinical, and public health informatics. In the first 9 months, the Task Force (1) created a logic model to support workforce diversity and raise AMIA's DEI awareness, (2) conducted an environmental scan of other associations’ DEI activities, (3) developed a DEI framework for AMIA meetings, (4) gathered member feedback, (5) cultivated DEI educational resources, (6) created an informational session on Board nominations and diversity, (7) reviewed the Board’s Strategic Planning documentation to align DEI efforts, (8) led a program to increase attendee diversity at the 2020 AMIA Virtual Annual Symposium, and (9) standardized data collection of socially-assigned race and ethnicity data. The Task Force’s collaborative and comprehensive approach helped AMIA understand its member diversity within the context of systemic racism and health equity. This work supported marginalized groups, broadened the research agenda, and positioned AMIA as a DEI leader in informatics. Transforming informatics and AMIA to represent the diversity of those AMIA serves is a journey; AMIA’s journey is still unfolding.

Genetic diversity is theorized to decrease in populations closer to a species’ range edge, where habitat may be suboptimal. However, generalist species capable of long-range dispersal may maintain sufficient gene flow to counteract this, though the presence of significant barriers to dispersal (e.g., large water bodies, human-dominated landscapes) may still lead to, and exacerbate, the edge effect. We used microsatellite data for 2,426 gray wolves (Canis lupus) from 24 sub-populations (groups) to model how allelic richness and expected heterozygosity varied with two measures of range edge (mainland-island position, latitude, and distance from range center) across >7.3 million km2 of northern North America. We found that allelic richness and expected heterozygosity of island groups was measurably less than that of mainland groups and that these differences increased with the island’s distance to the species’ range center in the study area. Our results demonstrate how multiple axes of ...

A popular explanation for America's democratic ills is that Republicans and Democrats misperceive one another to hold extreme attitudes. However, Americans may also misperceive the diversity of partisans' attitudes to ill effect. This paper uses surveys and pre-registered experiments with representative and convenience samples (n = 9,405) to validate a measure of perceived attitude extremity \textit{and} diversity and compare it to canonical measures of perceived polarization. We find that American partisans vastly under-estimate the diversity of each party's attitudes. Yet, contrary to existing research, we see little evidence that partisans over-estimate how extreme the average'' Republican or Democrat is. Finally, perceptions of both theaverage'' partisan and within-party attitude diversity predict partisan animosity and perceptions of out-party threat.

This map is designed to work in the new ArcGIS Online Map Viewer. Open in Map Viewer to view map. What does this map show?This map shows the population in the US by race. The map shows this pattern nationwide for states, counties, and tracts. Open the map in the new ArcGIS Online Map Viewer Beta to see the dot density pattern. What is dot density?The density is visualized by randomly placing one dot per a given value for the desired attribute. Unlike choropleth visualizations, dot density can be mapped using total counts since the size of the polygon plays a significant role in the perceived density of the attribute.Where is the data from?The data in this map comes from the most current American Community Survey (ACS) from the U.S. Census Bureau. Table B03002. The layer being used if updated with the most current data each year when the Census releases new estimates. The layer can be found in ArcGIS Living Atlas of the World: ACS Race and Hispanic Origin Variables - Boundaries.What questions does this map answer?Where do people of different races live?Do people of a similar race live close to people of their own race?Which cities have a diverse range of different races? Less diverse?

Bank of America's leadership ranks show progress in gender diversity, with women holding approximately 45 percent of leadership positions in 2024. This places the bank in a competitive position among major U.S. financial institutions striving for gender balance at the top. However, the data reveals persistent gaps, particularly at the executive level where women comprise 39.3 percent of senior officials and managers.

This dataset is about book subjects and is filtered where the books is American culture : myth and reality of a culture of diversity, featuring 2 columns: book subject, and publication dates. The preview is ordered by number of books (descending).

Genetic diversity of present American populations results from very complex demographic events involving different types and degrees of admixture. Through the analysis of lineage markers such as mtDNA and Y chromosome it is possible to recover the original Native American haplotypes, which remained identical since the admixture events due to the absence of recombination. However, the decrease in the effective population sizes and the consequent genetic drift effects suffered by these populations during the European colonization resulted in the loss or under-representation of a substantial fraction of the Native American lineages. In this study, we aim to clarify how the diversity and distribution of uniparental lineages vary with the different demographic characteristics (size, degree of isolation) and the different levels of admixture of extant Native groups in Colombia. We present new data resulting from the analyses of mtDNA whole control region, Y chromosome SNP haplogroups and STR haplotypes, and autosomal ancestry informative insertion-deletion polymorphisms in Colombian individuals from different ethnic and linguistic groups. The results demonstrate that populations presenting a high proportion of non-Native American ancestry have preserved nevertheless a substantial diversity of Native American lineages, for both mtDNA and Y chromosome. We suggest that, by maintaining the effective population sizes high, admixture allowed for a decrease in the effects of genetic drift due to Native population size reduction and thus resulting in an effective preservation of the Native American non-recombining lineages.

Paleobiology Database Mammalian Occurrence DataOccurrence data obtained from the Paleobiology Database (https://www.paleobiodb.org) on May 21, 2015 (data were primarily derived from the North American Fossil Mammal Systematics Database; https://paleobiodb.org/cgi-bin/bridge.pl?page=OSA_3_North_American_mammals).allMammals-20150521-occs.csvR file of results of 10,000 pseudoreplicate analysesThese are the the results of our 10,000 pseudoreplicate analyses described in the paper. They can be loaded into the R environment by placing them into the working directory and using the command: load("ldg_rez_2My_10000_20151023.R")ldg_rez_2My_10000_20151023.RStable Isotope Data from Zachos et al. 2001These include the stable isotope data and dates used to calculate correlation between d18O and fossil slopes. All data are from Zachos J, Pagani M, Sloan L, Thomas E, Billups K (2001) Trends, rhythms, and aberrations in global climate 65 Ma to present. Science 292(5517):686–693.zachos2001.csvR-Script: ...