Introduction

Workplace Diversity Statistics: In recent years, many companies worldwide have focused on promoting diversity, equality, and inclusion (DEI) in their workplaces. They now see that having a diverse team is very important; it’s not just something they talk about but something that impacts all their activities. There are many benefits to DEI programs, and there are no drawbacks. A diverse workforce can lead to higher employee engagement and help attract new talent.

Overall, having a diverse team is one of the best ways to achieve high success and productivity. We shall shed more light on Workplace Diversity Statistics through this article.

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 posi..., 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..., Google Sheets or Excel is required to open Lafferty et al. Data_File.xlsx Sankey Flow Show (THORTEC Software GmbH: www.sankeyflowshow.com) used to create the Sankey diagram Figure 2 produced in R

, Reference Information

Provenance for this README

• File name: README_Dataset-Academic-JEDI.txt
• Authors: Erin A. McKenney
• Other contributors: Diana J. R. Lafferty, Tru Hubbard, Sarah Trujillo, DeAnna Beasley
• Date created: 2023-06-08
• Date modified: 2023-10-18

Dataset Attribution and Usage

• Dataset Title: Data for the article “A path forward: creating an academic culture of justice, equity, diversity and inclusionâ€
• Persistent identifier: DOI:10.5061/dryad.cfxpnvxbb
• License: Use of these data is covered by the following license:
  • Title: CC0 1.0 Universal (CC0 1.0)
  • Specification: https://creativecommons.org/publicdomain/zero/1.0/; the authors respectfully request to be contacted by researchers interested in the re-use of these data so that the possibility of collaboration can be discussed.

Methodological Information

• All data were collected by the authors.
• Methods of data collection/generation: see manuscript and Supplemental Materials f...

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

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This is the cleaned dataset used in our analyses. We added columns converting some responses into ordinal.

Explore demographic data on the Massachusetts executive branch workforce. Track our progress toward our goals to reflect the diversity of the people we serve, and to stand out as an employer of choice.

Diversity Recruiting Software Market size was valued at USD 375.1 Million in 2023 and is projected to reach USD 713.5 Million by 2031, growing at a CAGR of 9.6% during the forecast period 2024-2031.

Global Diversity Recruiting Software Market Drivers

The market drivers for the Diversity Recruiting Software Market can be influenced by various factors. These may include:

Increasing Emphasis on Diversity and Inclusion: Organizations worldwide are increasingly recognizing the benefits of diversity in the workplace. Diversity recruiting software helps companies attract, hire, and retain diverse talent to foster innovation, improve company culture, and enhance decision-making processes. Regulatory Requirements and Compliance: Government regulations and corporate governance standards mandate diversity initiatives in hiring practices. Diversity recruiting software enables companies to track and meet diversity goals, ensuring compliance with reporting requirements and enhancing corporate social responsibility. Demand for Talent Acquisition Efficiency: Recruiting software streamlines the hiring process, allowing recruiters to reach a broader pool of diverse candidates efficiently. Features such as automated job posting, candidate screening, and AI-driven matching algorithms improve recruitment efficiency and reduce time-to-hire. Enhanced Candidate Experience: Modern recruiting platforms prioritize candidate experience with user-friendly interfaces, personalized communication, and transparent application processes. This enhances engagement and satisfaction among diverse candidates, improving recruitment outcomes. Business Reputation and Brand Image: Companies use diversity recruiting software to showcase their commitment to diversity, equity, and inclusion (DEI). A strong DEI reputation attracts socially conscious candidates who align with the company's values, enhancing employer brand and competitive advantage. Data-Driven Decision Making: Analytics provided by diversity recruiting software enable organizations to track diversity metrics, analyze hiring trends, and make data-driven decisions. Insights into candidate demographics, hiring biases, and retention rates help optimize recruitment strategies for better diversity outcomes. Globalization and Cultural Competence: In a globalized economy, companies require diverse teams with cultural competence to cater to international markets. Diversity recruiting software facilitates sourcing candidates with diverse cultural backgrounds, language skills, and global perspectives, supporting companies' expansion strategies. Support for Inclusive Hiring Practices: Advanced features in diversity recruiting software promote inclusive hiring practices, such as bias-free job descriptions, diverse candidate sourcing channels, and structured interview processes. These tools help mitigate unconscious bias and ensure fair treatment throughout the recruitment process. Cost Savings and Efficiency Gains: Automation of manual recruitment tasks, such as resume screening and scheduling, reduces administrative burden and time-to-hire. This not only saves costs associated with recruitment but also improves efficiency in identifying and hiring diverse talent. Integration with HR Systems: Seamless integration with existing HR systems, applicant tracking systems (ATS), and other recruitment tools ensures a cohesive approach to talent management. Unified data management across platforms enhances visibility into recruitment pipelines and improves overall HR decision-making.

High‑Growth SaaS Workforce Simulation (4‑Year Synthetic HRIS)

Data Overview

This synthetic dataset models a high‑growth SaaS startup workforce over 48 months (May 2021–April 2025), starting with 300 employees and growing via a ramped hiring process. It includes detailed employee master records, monthly “snapshot” views, and a transactional leave‑request log. The goal is to provide a realistic sandbox for teaching people‑analytics techniques—headcount and tenure trends, compensation modeling, performance/regression analysis, survival (attrition) modeling, and leave‑impact studies.

Data Files

Key Features & Schema

1. Master Employee Data (employees_updated.csv)

2. Monthly Snapshots (snapshots_updated.csv)

In addition to master‑data columns carried forward, each snapshot includes:

Talent Acquisition & Staffing Technology & Services Market Outlook 2032

The global talent acquisition & staffing technology & services market size was USD 149.9 Billion in 2023 and is projected to reach USD 259.75 Billion by 2032, expanding at a CAGR of 6.3% during 2024–2032. The market is fueled by the increasing adoption of AI-driven recruitment tools and the growing emphasis on remote and hybrid work models, driven by post-2020 shifts in workforce dynamics.



Growing emphasis on Diversity, Equity, and Inclusion (DEI) initiatives is one of the key trends in the market. Companies increasingly prioritize DEI to foster an inclusive workplace, driven by societal pressures and regulatory requirements.

This trend has led to the adoption of specialized DEI recruitment tools and platforms. Public and private investments in DEI programs have surged, further fueling this trend. Enhanced DEI practices contribute to better talent acquisition outcomes and organizational performance.



Rising adoption of data-driven recruitment strategies boosts the market. Organizations leverage advanced analytics and big data to optimize hiring processes and improve decision-making. Data-driven approaches enable precise candidate matching, reducing time-to-hire and enhancing the quality of hires.



Recent advancements in predictive analytics and machine learning algorithms have further accelerated this trend. Companies investing in data-centric recruitment technologies gain a competitive edge in talent acquisition.

Impact of Artificial Intelligence (AI) on the Talent Acquisition & Staffing Technology & Services Market

Artificial Intelligence (AI) drives the market by streamlining recruitment processes and improving candidate matching. AI-driven

AI-Powered Candidate Sourcing Market Outlook

According to our latest research, the global AI-powered candidate sourcing market size reached USD 1.63 billion in 2024, driven by widespread adoption across recruitment and HR functions. The market is set to expand at a robust CAGR of 22.8% from 2025 to 2033, with the forecasted market size expected to reach USD 12.44 billion by 2033. This remarkable growth is primarily attributed to the increasing demand for automation in talent acquisition, advancements in artificial intelligence algorithms, and the need for efficient, data-driven sourcing solutions in a highly competitive labor market.

A key growth factor propelling the AI-powered candidate sourcing market is the acute talent shortage faced by organizations globally, particularly in technology, healthcare, and engineering sectors. As businesses strive to attract and retain top talent, traditional recruitment methods are proving inadequate in sourcing high-quality candidates efficiently. AI-powered platforms offer advanced capabilities such as predictive analytics, natural language processing, and machine learning to identify, engage, and screen candidates from vast talent pools. These technologies not only reduce time-to-hire but also enhance the quality of hires by matching candidates’ skills, experiences, and cultural fit with organizational requirements. The integration of AI in candidate sourcing has become a strategic imperative for HR leaders seeking to gain a competitive edge in talent acquisition.

Another significant driver for market growth is the rapid digital transformation of HR processes across enterprises of all sizes. The shift towards remote and hybrid work models has accelerated the need for digital recruitment solutions that can operate seamlessly across geographies and time zones. AI-powered candidate sourcing tools enable recruiters to automate repetitive tasks such as resume screening, candidate communication, and talent pool management, freeing up valuable time for strategic decision-making. Moreover, these solutions leverage big data analytics to provide actionable insights into candidate behavior, sourcing channel effectiveness, and diversity hiring, thereby optimizing the entire recruitment lifecycle. As organizations prioritize agility and scalability in their talent strategies, the adoption of AI-driven sourcing platforms is expected to surge.

The growing emphasis on diversity, equity, and inclusion (DEI) in hiring practices is also fueling the adoption of AI-powered candidate sourcing solutions. AI algorithms can be trained to eliminate unconscious bias in candidate shortlisting and screening, ensuring a more objective and inclusive hiring process. By leveraging anonymized data and skills-based assessments, these platforms help organizations build diverse talent pipelines and meet compliance requirements. Additionally, regulatory frameworks such as the General Data Protection Regulation (GDPR) in Europe are prompting vendors to enhance transparency and ethical AI practices, further driving trust and adoption among end-users.

From a regional perspective, North America currently leads the AI-powered candidate sourcing market, accounting for the largest revenue share in 2024, followed closely by Europe and Asia Pacific. The presence of major technology providers, early adoption of AI in HR, and a mature recruitment ecosystem have contributed to North America's dominance. However, Asia Pacific is poised to witness the fastest growth during the forecast period, driven by rapid digitalization, a burgeoning startup ecosystem, and increasing investments in HR tech. Latin America and the Middle East & Africa are also experiencing steady growth, supported by rising awareness and adoption of AI-driven recruitment solutions among enterprises and staffing agencies.

Component Analysis

The AI-powered candidate sourcing market by component is segmented into software and services, with software accounting for the lion&#

Smart-Fab Talent Matching Platform Market Outlook

According to our latest research, the global Smart-Fab Talent Matching Platform market size reached USD 2.48 billion in 2024, reflecting robust adoption across multiple industries. The market is poised to grow at a CAGR of 14.7% during the forecast period, projecting a value of USD 8.12 billion by 2033. This impressive growth is driven by the increasing need for data-driven recruitment, workforce optimization, and the integration of artificial intelligence in talent management processes. As organizations worldwide strive for operational excellence and competitive advantage, the adoption of Smart-Fab Talent Matching Platforms is accelerating, transforming how enterprises attract, engage, and retain top talent.

The primary growth factor fueling the Smart-Fab Talent Matching Platform market is the rapid digital transformation across enterprises, particularly in the aftermath of the COVID-19 pandemic. Organizations are increasingly leveraging advanced technologies, such as artificial intelligence, machine learning, and big data analytics, to streamline their talent acquisition and workforce management processes. These platforms facilitate intelligent candidate-job matching, automate repetitive tasks, and provide actionable insights, enabling HR departments to make faster and more accurate hiring decisions. As a result, businesses can significantly reduce time-to-hire, lower recruitment costs, and improve the quality of hires, which are critical in today’s highly competitive labor market. The demand for such platforms is further amplified by the growing complexity of workforce structures, including the rise of remote work, gig economy, and cross-border talent pools.

Another significant driver is the shift in workforce expectations and the growing emphasis on employee experience. Modern employees seek personalized career development opportunities, flexible work arrangements, and meaningful engagement with their organizations. Smart-Fab Talent Matching Platforms offer features such as skill gap analysis, personalized learning recommendations, and engagement analytics, which help employers better understand and cater to the evolving needs of their workforce. By leveraging these platforms, organizations can boost employee retention, foster a culture of continuous learning, and enhance overall workforce productivity. Moreover, the integration of predictive analytics allows companies to proactively identify attrition risks and implement targeted retention strategies, further increasing the value proposition of these platforms.

The proliferation of small and medium enterprises (SMEs) and startups, particularly in emerging economies, is also contributing to the market’s expansion. SMEs often face resource constraints and lack dedicated HR teams, making it challenging to compete with larger organizations for top talent. Smart-Fab Talent Matching Platforms democratize access to advanced talent management tools, enabling SMEs to efficiently source, assess, and onboard candidates. Cloud-based deployment models, flexible pricing, and user-friendly interfaces make these platforms accessible to organizations of all sizes, driving widespread adoption. Additionally, the increasing focus on diversity, equity, and inclusion (DEI) initiatives is prompting companies to adopt unbiased, data-driven hiring solutions, further propelling market growth.

Regionally, North America dominates the Smart-Fab Talent Matching Platform market, accounting for the largest share in 2024, followed by Europe and Asia Pacific. The presence of leading technology providers, high digital adoption rates, and a mature HR tech ecosystem underpin the region’s leadership. However, Asia Pacific is expected to witness the fastest growth over the forecast period, driven by rapid economic development, digitalization, and a burgeoning startup ecosystem. Latin America and the Middle East & Africa are also emerging as promising markets, supported by increasing investments in digital infrastructure and rising awareness of the benefits of talent matching platforms.