In 2024, global companies' main challenge concerning employment diversity in the cybersecurity sector was hiring veterans' spouses, as reported by ** percent of respondents. At the same time, hiring minorities was also a concern for nearly ** percent of the respondents.

It is important to identify any barriers in recruitment, hiring, and employee retention practices that might discourage any segment of our population from applying for positions or continuing employment at the City of Tempe. This information will provide better awareness for outreach efforts and other strategies to attract, hire, and retain a diverse workforce.This page provides data for the Employee Vertical Diversity performance measure. The performance measure dashboard is available at 2.20 Employee Vertical Diversity. Additional InformationSource:PeopleSoft HCM, Maricopa County Labor Market Census DataContact: Lawrence LaVictoireContact E-Mail: lawrence_lavicotoire@tempe.govData Source Type: Excel, PDFPreparation Method: PeopleSoft query and PDF are moved to a pre-formatted Excel spreadsheet.Publish Frequency: Every six monthsPublish Method: ManualData Dictionary

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.

This statistic displays where companies focus their diversity efforts in 2017 according to hiring decision makers worldwide. During the survey period, ** percent of respondents stated that age and generational issues were included in their workplace diversity efforts.

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

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

Behaviorally designed training leads to more diverse hiring

Overview

The program (Stata do-files) for “Behaviorally designed training leads to diversity hiring” by Arslan, Chang, Chilazi, Bohnet, and Hauser, published in Science (2025).

The program files run all the code to import raw data files (xlsx, csv), clean and generate the data (in dta format), prepare the data for the analysis, run the regression analyses, export output, and thus generate tables presented in the paper. The replicator should expect the code to run for up to 15 minutes.

Data Availability and Sharing

The organizational data used in this manuscript is of a proprietary nature. We, the authors of the manuscript, have legitimate access to and permission to use the data, but we are unable to make the data publicly available due to a strict data use agreement with our field partner (global telecommunications and engineering company).

Interested researchers are encouraged to contact MoreThanNow to have...

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In fiscal year 2023, more than half of the professional workforce at Deloitte in the United States were white. Percentage-wise, this is a decrease in the number of white employees from 2022. Asian employees made up the next largest demographic in between 2022 and 2023. Representation of all non-white demographics increased between 2021 and 2023.

Diversity in the workforce composition of the Royal Bank of Canada remained relatively stable between 2019 and 2023. In 2023, ** percent of the total workforce was women, while the share of female senior managers stood at ** percent. In terms of racial diversity, the share of Black, Indigenous and people of color employees was ** percent in the total workforce, ** percent in senior management, and ** percent at executive level.

Legal & Resources - Human Resources.

Environment Agency employee diversity information.

Emergency medical services (EMS) workforce demographics in the United States do not reflect the diversity of the population served. Despite some efforts by professional organizations to create a more representative workforce, little has changed in the last decade. This scoping review aims to summarize existing literature on the demographic composition, recruitment, retention, and workplace experience of underrepresented groups within EMS. Peer-reviewed studies were obtained from a search of PubMed, CINAHL, Web of Science, ProQuest Thesis and Dissertations, and non-peer-reviewed (“gray”) literature from 1960 to present. Abstracts and included full-text articles were screened by two independent reviewers trained on inclusion/exclusion criteria. Studies were included if they pertained to the demographics, training, hiring, retention, promotion, compensation, or workplace experience of underrepresented groups in United States EMS by race, ethnicity, sexual orientation, or gender. Studies of non-EMS fire department activities were excluded. Disputes were resolved by two authors. A single reviewer screened the gray literature. Data extraction was performed using a standardized electronic form. Results were summarized qualitatively. We identified 87 relevant full-text articles from the peer-reviewed literature and 250 items of gray literature. Primary themes emerging from peer-reviewed literature included workplace experience (n = 48), demographics (n = 12), workforce entry and exit (n = 8), education and testing (n = 7), compensation and benefits (n = 5), and leadership, mentorship, and promotion (n = 4). Most articles focused on sex/gender comparisons (65/87, 75%), followed by race/ethnicity comparisons (42/87, 48%). Few articles examined sexual orientation (3/87, 3%). One study focused on telecommunicators and three included EMS physicians. Most studies (n = 60, 69%) were published in the last decade. In the gray literature, media articles (216/250, 86%) demonstrated significant industry discourse surrounding these primary themes. Existing EMS workforce research demonstrates continued underrepresentation of women and nonwhite personnel. Additionally, these studies raise concerns for pervasive negative workplace experiences including sexual harassment and factors that negatively affect recruitment and retention, including bias in candidate testing, a gender pay gap, and unequal promotion opportunities. Additional research is needed to elucidate recruitment and retention program efficacy, the demographic composition of EMS leadership, and the prevalence of racial harassment and discrimination in this workforce.

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.

This dataset provides detailed, flat-structured information on workforce composition for Diversity, Equity, and Inclusion (DEI) analytics. It captures employee demographics, employment status, roles, and reporting relationships, enabling organizations to benchmark and monitor DEI metrics across gender, ethnicity, age, and other key attributes. Ideal for HR analytics, compliance reporting, and strategic workforce planning.

As of 2019, most employees in selected tech companies were male. Biotech company 23andMe was ranked first with ** percent female employees, the only company on the list to feature a majority female workforce. Airbnb was ranked second with ***** percent female employees. Hardware-focused companies Intel, Cisco, and Nvidia closed the ranking with less than ** percent female workforce each. One female to every two males in U.S. tech industry     The majority of employees in the U.S. tech industry are male. Round about a third of all employees in tech occupations in the United States are women – Washington D.C., or the District of Columbia, was the state with the greatest tech gender balance in the U.S., with close to ** percent of tech employees there being female in 2019. In general, females also earn less than their male counterparts: males in the U.S. earn around ****** U.S. dollars on average more than females. Types of tech employment    The IT sector employment includes professionals from various sub-fields, such as, technology manufacturing, telecommunications and internet services, software publishing, etc. The worldwide full-time employment in the ICT sector is forecast to grow by around *********** in the next four years. Full-time employees represent close to*** percent of all IT workers worldwide. Other types of employment include outsourced, contractor, or part-time workers.

39.8% of workers from the Indian ethnic group were in 'professional' jobs in 2021 – the highest percentage out of all ethnic groups in this role.

This page provides information for the Employee Vertical Diversity performance measure.

In 2023, gender diversity in the U.S. workforce of JPMorgan Chase varied across job categories. On the executive and senior level, ** percent of the employees were female, and ** percent were male. Among the mid-level managers, the share of female employees was higher, as ** percent of the mid-level managers were female. In terms of professionals, the share of female employees was ** percent.