The GIST Impact DEI data offers a glimpse into the gender pay gap trends at top European companies and delves deeper into how these pay disparities materialize at different levels of the hierarchy.

By analysing labour force participation and pay gap data, we provide a picture of how well these businesses are performing in terms of Diversity, Equity, and Inclusion (DEI). The analysis also serves as a benchmark to help gauge corporate progress on DEI commitments, particularly related to gender diversity.

GIST Impact’s analysis delivers meaningful quantitative data insights concerning women's workforce participation and career progression, drawing upon publicly available and secondary data sources. This method provides a more nuanced depiction of the impact of gender-inclusive policies and practices than simply presenting gender equality scores based on qualitative data.

Our workplace diversity Data analysis also gives context to theoretical frameworks such as the "glass ceiling" effect that underscores the discrimination faced by women in the workplace. The glass ceiling effect can have a significant impact on an individual's professional development, and addressing it requires proactive efforts to promote diversity, equity, and inclusion in the workplace.

GIST Impact's DEI data can be used to: - Measure diversity and gender pay gap of companies and portfolios - Benchmark companies within their sector - Benchmark a portfolio against indices - Screen companies for risk and opportunity - Integrate sustainability into portfolio decision-making

According to a survey conducted in 2024, over **** 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 ** percent shared this same belief for Hispanic men. In contrast, only ** percent said that DEI practices helped white men at work in that year.

These data were collected for a study on the impact of diversity, equity, and inclusion (DEI) on employee outcomes.

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

The Diversity, Equity, and Inclusion (DEI) Assessment market is experiencing robust growth, driven by increasing corporate social responsibility initiatives, a heightened focus on workplace equality, and a growing awareness of the business benefits of diverse and inclusive teams. The market, estimated at $2 billion in 2025, is projected to exhibit a Compound Annual Growth Rate (CAGR) of 15% between 2025 and 2033, reaching approximately $6 billion by 2033. This expansion is fueled by several key trends, including the rising demand for data-driven DEI strategies, the adoption of advanced technologies such as AI for DEI analysis, and a shift from compliance-based programs to more holistic, transformative initiatives. Key market segments include assessment tools for employee surveys, leadership development programs, and organizational culture evaluations. Companies offering a range of solutions, from consulting services to software platforms, are driving market competitiveness and innovation. While regulatory pressures and the potential for inconsistent implementation of DEI programs pose challenges, the overall market outlook remains strongly positive, driven by the growing recognition of DEI as a critical factor for organizational success and long-term sustainability. The competitive landscape is characterized by a mix of established consulting firms (like Deloitte, Aon, BCG) and specialized DEI consulting businesses (like Orange Grove Consulting, CultureStrategy, Diversio). These firms offer diverse services ranging from comprehensive assessments and strategy development to training and implementation support. The emergence of technology-driven solutions, including AI-powered platforms, is streamlining the assessment process and enhancing data analysis capabilities. Geographic expansion, particularly in emerging markets where DEI awareness is growing, is another significant growth driver. The market's evolution is also shaped by evolving methodologies, incorporating intersectionality and a greater emphasis on measurable outcomes, thus driving the need for advanced and comprehensive DEI assessments. Furthermore, the increasing focus on building equitable workplaces is pushing organizations to adopt holistic, data-driven approaches, which further fuels the demand for effective DEI assessments.

Dataset Card for "gender-DEI-data"

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The Diversity, Equity, and Inclusion (DEI) Assessment market has emerged as a critical area of focus for organizations striving to foster inclusive environments and promote equitable opportunities within their workplaces. As businesses increasingly recognize the value of a diverse workforce, the DEI Assessment marke

DEI Consulting Market size was valued at USD 97.2 Billion in 2023 and is projected to reach USD 134.1 Billion by 2031, growing at a CAGR of 3% during the forecast period 2024-2031.

Global DEI Consulting Market Drivers

The market drivers for the DEI Consulting Market can be influenced by various factors. These may include:

Increasing Corporate Focus on Diversity: Organizations are increasingly prioritizing diversity, equity, and inclusion (DEI) as part of their corporate strategies. This shift is driven by growing social awareness about inequities and the need for representation in the workplace. Companies recognize that diverse teams enhance innovation and problem-solving capabilities, leading to improved business performance. Additionally, stakeholders, including customers and investors, demand accountability regarding corporate social responsibility. Organizations are therefore investing in DEI consulting services to develop comprehensive strategies, implement programs, and monitor progress, ensuring compliance with regulatory requirements and fostering a positive organizational culture that reflects societal values. Regulatory and Legal Pressures: Regulatory pressures for diversity are intensifying globally, compelling organizations to adopt DEI initiatives. Legislators are increasingly enacting laws that mandate diversity and non-discrimination in hiring practices. For example, some regions require corporations to report demographic data, prompting organizations to take proactive measures to comply. Non-compliance can lead to substantial penalties and legal ramifications, making DEI consulting an attractive solution. Furthermore, companies are motivated to avoid public backlash and potential reputational damage. As regulatory landscapes evolve, the demand for expert guidance on adopting effective DEI policies and practices continues to grow, driving consulting services.

Global DEI Consulting Market Restraints

Several factors can act as restraints or challenges for the DEI Consulting Market. These may include:

Economic Constraints: Economic uncertainties can significantly impact the DEI consulting market. Organizations may prioritize cost-cutting measures, leading to reduced budgets for DEI initiatives. This financial strain can result in companies postponing or scaling back on consulting services, ultimately stagnating market growth. Additionally, during economic downturns, executives often focus on immediate financial recovery rather than long-term diversity initiatives. The challenge of justifying the ROI of DEI programs can further deter organizations from investing in consulting services, limiting the market's expansion. As a result, economic factors pose a substantial barrier to the overall growth trajectory of the DEI consulting market. Resistance to Change: Resistance to change within organizations hampers the effectiveness of DEI consulting. Many companies have established cultures and practices that are deeply ingrained, making it difficult to implement new ideas and strategies. Employees and management may feel threatened by potential changes, leading to pushback against DEI initiatives. This resistance can manifest as skepticism about the need for DEI efforts or doubts about their efficacy. When organizations are unwilling to undergo necessary transformations, DEI consultants face significant challenges in executing their strategies, ultimately undermining market potential and curtailing the pace of change needed for effective diversity initiatives.

The Diversity, Equity, and Inclusion (DEI) consulting services market is experiencing robust growth, driven by increasing societal awareness of diversity issues and a growing understanding of the business benefits of diverse and inclusive workplaces. The market, estimated at $5 billion in 2025, is projected to experience a Compound Annual Growth Rate (CAGR) of 15% from 2025 to 2033, reaching approximately $15 billion by 2033. This growth is fueled by several key factors. Firstly, there's a rising demand from organizations across diverse sectors – technology, finance, healthcare, and education – to implement comprehensive DEI strategies. Secondly, regulatory pressures and evolving societal expectations are pushing businesses to prioritize DEI initiatives, leading to increased investment in consulting services. Thirdly, the shift towards data-driven approaches to measure and improve DEI outcomes necessitates specialized expertise, further bolstering the market. The segments within the DEI consulting market demonstrate varied growth trajectories. While assessment and analysis services currently hold a larger market share, training and education programs are exhibiting rapid growth due to an increased focus on cultivating inclusive cultures. Despite significant growth potential, challenges remain. One key restraint is the lack of standardized metrics and methodologies for measuring the effectiveness of DEI programs. This makes it difficult for organizations to justify investments and track ROI, potentially limiting adoption. Furthermore, the market is characterized by a fragmented landscape with numerous smaller firms competing with large established consulting giants. This competition can drive down pricing and make it challenging for smaller firms to maintain profitability. However, the overall market outlook remains positive. The ongoing focus on building equitable and inclusive workplaces, coupled with the evolving regulatory landscape and technological advancements in DEI data analytics, ensures consistent demand for DEI consulting services in the coming years. The increasing adoption of AI-powered tools for DEI assessment and training further contributes to this upward trend. Geographic expansion, particularly in emerging markets, also presents significant growth opportunities for DEI consulting firms.

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.

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...

The Diversity, Equity, and Inclusion (DEI) Services market has rapidly emerged as a pivotal component in fostering workplace environments that emphasize the value of diverse perspectives and equitable practices. Currently valued at several billion dollars, the market has experienced substantial growth, reflecting a

Brand performance data collected from AI search platforms for the query "DEI hiring metrics benchmarks".

Financial overview and grant giving statistics of Donum Dei Foundation Inc

Integrated HR Service Delivery Solution Market size was valued at USD 2.4 Billion in 2023 and is projected to reach USD 9.4 Billion by 2030, growing at a CAGR of 4.9% during the forecast period from 2024-2030.

Global Integrated HR Service Delivery Solution Market Drivers

The market drivers for the Integrated HR Service Delivery Solution Market can be influenced by various factors. These may include:

Digital Transformation: In order to improve operational efficiency, improve employee experience, and streamline procedures, organisations are adopting integrated HR service delivery solutions as a result of the continuing digital transformation occurring across several industries. Demand for Centralised HR Systems: In an effort to increase productivity and handle data more effectively, businesses are looking more and more for centralised HR systems that can combine several HR operations, including payroll, benefits administration, talent management, and employee self-service, onto a single platform. Remote Workforce Management: The adoption of HR solutions that can support remote workforce management, such as virtual onboarding, collaboration tools, and remote performance management, has accelerated due to the rise of remote and distributed workforces brought on by factors like globalisation, technological advancements, and the COVID-19 pandemic. Emphasis on Employee Experience: The significance of employee experience in promoting engagement, output, and retention is becoming increasingly apparent. Personalized employee portals, mobile access, and self-service capabilities are just a few of the features that integrated HR service delivery solutions provide, all of which enhance the employee experience. Data Analytics and Insights: Businesses are using AI-driven insights and data analytics to make better HR choices about employee engagement, performance management, workforce planning, and talent acquisition. There is a great need for integrated HR solutions with strong analytics capabilities. Compliance and Regulatory Requirements: Businesses are investing in HR solutions that can guarantee compliance across regions and countries due to the complexity of the regulatory frameworks, which include labor laws, data privacy legislation, and industry-specific compliance standards. Cost Savings and Increased Operational Efficiency: Integrated HR service delivery systems can assist businesses in cutting back on administrative work, streamlining workflows, and doing away with manual labor. The HR technology market is seeing market consolidation and mergers and acquisitions (M&A) activity as larger companies buy out smaller specialist vendors to broaden their product offerings and penetrate new markets. The competitive environment is being impacted by this consolidation, which is also spurring innovation in integrated HR solutions. The emergence of Artificial Intelligence (AI) and Automation: These technologies are being included in HR service delivery solutions more frequently in order to automate tedious operations, improve decision-making, and provide employees with individualized experiences. Put More of an Emphasis on Diversity, Equity, and Inclusion (DEI): Businesses are starting to pay more attention to encouraging these factors in the workplace. In order to assist DEI goals, integrated HR solutions are adding capabilities like inclusion training, diversity reporting, and bias detection in hiring procedures.

Italy Airport: Number of Passenger: Disembark: Trieste-Ronchi dei Legionari data was reported at 362,168.000 Person in 2016. This records a decrease from the previous number of 367,450.000 Person for 2015. Italy Airport: Number of Passenger: Disembark: Trieste-Ronchi dei Legionari data is updated yearly, averaging 364,331.500 Person from Dec 2003 (Median) to 2016, with 14 observations. The data reached an all-time high of 438,238.000 Person in 2012 and a record low of 297,617.000 Person in 2005. Italy Airport: Number of Passenger: Disembark: Trieste-Ronchi dei Legionari data remains active status in CEIC and is reported by National Institute of Statistics. The data is categorized under Global Database’s Italy – Table IT.TA002: Airport Statistics: Number of Passenger.

Data Description: This data set is a list of all vendors who are certified as Minority Business Enterprises; Women-owned Businesses; and Small Business Enterprises. MBE and WBE are terms of art under CMC 324, and refer specifically to the City's new Economic Inclusion program.

To increase economic participation in City contracts for minority- and women-owned businesses, the City enacted C.M.C 324, which authorized creation of the City’s new Economic Inclusion Program, run by the Department of Economic Inclusion (DEI). DEI works with Procurement and City departments to establish subcontracting goals for minority & women-owned businesses to help bolster the City's other inclusion efforts.

Data Creation: DEI certifies vendors through its Business Certification Programs: the process of being certified under C.M.C. 324 and 342 is explained on the Department's website. The active vendors are sent to the Office of Performance and Data Analytics

Data Created By: Department of Economic Inclusion (DEI)

Refresh Frequency: Weekly

CincyInsights: The City of Cincinnati maintains an interactive dashboard portal, CincyInsights in addition to our Open Data in an effort to increase access and usage of city data. This data set has an associated dashboard available here: https://insights.cincinnati-oh.gov/stories/s/Certified-Vendors-MBE-WBE-Program-/69yt-tb5j/

Data Dictionary: A data dictionary providing definitions of columns and attributes is available as an attachment to this dataset.

Processing: The City of Cincinnati is committed to providing the most granular and accurate data possible. In that pursuit the Office of Performance and Data Analytics facilitates standard processing to most raw data prior to publication. Processing includes but is not limited: address verification, geocoding, decoding attributes, and addition of administrative areas (i.e. Census, neighborhoods, police districts, etc.).

Data Usage: For directions on downloading and using open data please visit our How-to Guide: https://data.cincinnati-oh.gov/dataset/Open-Data-How-To-Guide/gdr9-g3ad

Financial overview and grant giving statistics of Gloria Dei Communities Foundation

The International Labour Office (ILO) refers to persons over a specified age who, during a reference period, were: (a) no work, (b) available to work,(c) looking for work. There are currently two main methods used around the world to measure unemployment: the inclusion of unemployed persons declared to the labour administration and the survey at regular intervals with representative samples of the population (in all the countries of the European Union, this is the labour force survey). At the administrative level, there are two sources of unemployment data in Belgium. On the one hand, the ONEM which accounts for the unemployed on the basis of the payment of unemployment benefits and on the other hand, the placement agencies (FOREM, ADG, Vdab and Actiris) count the unemployed on the basis of registrations as job seekers. It is this second source that provides the administrative statistics closest to the ILO recommendations: the number of unoccupied jobseekers registered (DEI).

The indicator shows the number of Walloon IEDs (unoccupied job seekers enrolled in FOREM or ADG), as an annual average.

Note: for secondary indicators by age, the age groups of German-speaking municipalities are defined a little differently: less than 25 years, 25-49 years, 50 years and older. However, since the number of IEDs under the age of 18 or over 64 is excessively low, comparisons remain possible.

See also: — Monthly data of “\2” — Monthly data for “\2”.

Douglas Emmett reported $11.46M in Selling and Administration Expenses for its fiscal quarter ending in March of 2025. Data for Douglas Emmett | DEI - Selling And Administration Expenses including historical, tables and charts were last updated by Trading Economics this last July in 2025.