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.

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

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 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.

Ethnic minorities were more likely to be in favor of racially diversifying adverts in the United States, a survey from June 2020 found. The African American demographic was most in favor of change, with 65 percent of respondents in saying they would like to see more racial diversity in ads. The same was true for 49 percent of Hispanics in the country.

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, Equity, Inclusion, and Accessibility (DEIA): In FY 2022, DHS approved the FY 2022-FY 2026 ICE DEIA Strategic Plan and Directorate Implementation Plans, which illustrates why creating a diverse and inclusive workforce is fundamental to ICE’s continuing ability to perform its critical mission efficiently and effectively. During this time, DEIA policies issued to the ICE workforce included the ICE Anti-Harassment Policy, the Diversity Policy, and the Civil Rights and Civil Liberties Policy. Additionally, ODCR, in collaboration with OHC, drafted new requirements for ICE to mandate diverse interview panels when filling supervisory positions via the competitive procedures in support of the DHS Secretary’s priority to advance DEIA.

Users can obtain descriptions, maps, profiles, and ranks of U.S. metropolitan areas pertaining to quality of life, diversity, and opportunities for racial and ethnic groups in the U.S. BackgroundThe Diversity Data project operates a website for users to explore how U.S. metropolitan areas perform on evidence-based social measures affecting quality of life, diversity and opportunity for racial and ethnic groups in the United States. These indicators capture a broad definition of quality of life and health, including opportunities for good schools, housing, jobs, wages, health and social services, and safe neighborhoods. This is a useful resource for people inter ested in advocating for policy and social change regarding neighborhood integration, residential mobility, anti-discrimination in housing, urban renewal, school quality and economic opportunities. The Diversity Data project is an ongoing project of the Harvard School of Public Health (Department of Society, Human Development and Health). User FunctionalityUsers can obtain a description, profile and rank of U.S. metropolitan areas and compare ranks across metropolitan areas. Users can also generate maps which demonstrate the distribution of these measures across the United States. Demographic information is available by race/ethnicity. Data NotesData are derived from multiple sources including: the U.S. Census Bureau; National Center for Health Statistics' Vital Statistics Natality Birth Data; Natio nal Center for Education Statistics; Union CPS Utilities Data CD; National Low Income Housing Coalition; Freddie Mac Conventional Mortgage Home Price Index; Neighborhood Change Database; Joint Center for Housing Studies of Harvard University; Federal Financial Institutions Examination Council Home Mortgage Disclosure Act (HMD); Dr. Russ Lopez, Boston University School of Public Health, Department of Environmental Health; HUD State of the Cities Data Systems; Agency for Healthcare Research and Quality; and Texas Transportation Institute. Years in which the data were collected are indicated with the measure. Information is available for metropolitan areas. The website does not indicate when the data are updated.

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.

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.

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

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 ** percent. Among the observed banks, JPMorgan Chase had the most diverse workforce, with ** 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 ** percent. Capital One ranked third in terms of racial diversity. Here, the share of non-white employees in the U.S.-based workforce was **** percent. The share was the lowest at PNC Financial Services, where approximately ** percent of the workforce were non-white.

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, 2019-2023

This dataset tracks annual diversity score from 2015 to 2023 for New America School - Aurora vs. Colorado and State Charter School Institute School District

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.

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What is the Size of Diversity And Inclusion Consulting Service Market?

The Diversity And Inclusion Consulting Service Market size is forecast to increase by USD 2.89 billion, at a CAGR of 12.7% between 2023 and 2028. The market is experiencing significant growth due to the increasing importance of fostering a sense of belonging and promoting social justice in the workplace. Companies are recognizing the value of diversity and inclusion as essential components of social responsibility and effective communication. Diversity strategy development, policy creation, and recruitment tools are becoming increasingly important for organizations seeking to hire and retain a diverse workforce. The integration of artificial intelligence (AI) into diversity and inclusion consulting services is also gaining traction, offering more efficient and effective solutions. However, the high cost associated with diversity and inclusion programs remains a challenge for some organizations. Remote work and gender equality are also key considerations in this market, as companies adapt to the changing work environment and strive for greater equality and inclusion. Effective diversity and inclusion initiatives can lead to increased loyalty among employees and a more productive workforce.

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Market Segmentation

The market research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD billion' for the period 2024-2028, as well as historical data from 2018 - 2022 for the following segments.

Application

  Large enterprises
  Small and medium-sized enterprises


End-user

  Private sector
  Public sector
  Others


Geography

  North America

    Canada
    US


  Europe

    Germany
    UK
    France


  APAC

    China
    India


  South America

    Brazil


  Middle East and Africa

Which is the Largest Segment Driving Market Growth?

The large enterprises segment is estimated to witness significant growth during the forecast period. Diversity and inclusion consulting services play a vital role in helping businesses establish and implement effective policies that promote equity and eliminate discrimination. In today's business landscape, regulatory pressures and customer expectations demand a commitment to diversity and inclusion (DEI). DEI consulting services assist organizations in addressing hiring practices, organizational culture, and training to ensure a workplace that values and respects all employees. By investing in DEI initiatives, companies can experience numerous benefits, including increased employee satisfaction, reduced turnover rates, and a more engaged workforce. A diverse workforce brings unique perspectives and ideas, fostering innovation and improving problem-solving capabilities.

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The large enterprises segment was valued at USD 1.24 billion in 2018. Furthermore, a strong DEI program enhances a company's reputation, making it more appealing to top talent and customers who prioritize social responsibility. Effective DEI policies not only benefit the organization but also contribute to a healthier, more inclusive society. As DEI consulting services continue to gain importance, businesses that prioritize these initiatives will be better positioned to compete in the market and maintain a positive brand image.

Which Region is Leading the Market?

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North America is estimated to contribute 42% to the growth of the global market during the forecast period. Technavio's analysts have elaborately explained the regional trends and drivers that shape the market during the forecast period. In North America, the market is experiencing significant growth due to the increasing number of organizations recognizing the importance of inclusive business practices. The US, as part of North America, is a key contributor to this market, with over 7.6 million business entities as of Q1 2024. Approximately 83% of these entities operate in the service-providing sector, which includes industries such as finance, healthcare, and technology. These industries prioritize diversity and inclusion initiatives to attract and retain diverse talent, boost employee engagement, and enhance overall productivity.

To achieve measurable outcomes, diversity and inclusion consulting services employ various techniques, including inclusive leadership development and data-driven solutions. These approaches help organizations identify gaps and address them effectively. Seminars and training programs are also essential components of these services, providing tangible outcomes that contribute to lasting organizational change. By implementing these practices, businesses can foster an inclusive work environment, leading to a more productiv

About this dataset

Context

The dataset tabulates the Non-Hispanic population of Tolland town by race. It includes the distribution of the Non-Hispanic population of Tolland town across various race categories as identified by the Census Bureau. The dataset can be utilized to understand the Non-Hispanic population distribution of Tolland town across relevant racial categories.

Key observations

Of the Non-Hispanic population in Tolland town, the largest racial group is White alone with a population of 12,748 (92.55% of the total Non-Hispanic population).

https://i.neilsberg.com/ch/tolland-ct-population-by-race-and-ethnicity.jpeg" alt="Tolland town Non-Hispanic population by race">

Content

When available, the data consists of estimates from the U.S. Census Bureau American Community Survey (ACS) 2017-2021 5-Year Estimates.

Racial categories include:

• White
• Black or African American
• American Indian and Alaska Native
• Asian
• Native Hawaiian and Other Pacific Islander
• Some other race
• Two or more races (multiracial)

Variables / Data Columns

• Race: This column displays the racial categories (for Non-Hispanic) for the Tolland town
• Population: The population of the racial category (for Non-Hispanic) in the Tolland town is shown in this column.
• % of Total Population: This column displays the percentage distribution of each race as a proportion of Tolland town total Non-Hispanic population. Please note that the sum of all percentages may not equal one due to rounding of values.

Good to know

Margin of Error

Data in the dataset are based on the estimates and are subject to sampling variability and thus a margin of error. Neilsberg Research recommends using caution when presening these estimates in your research.

Custom data

If you do need custom data for any of your research project, report or presentation, you can contact our research staff at research@neilsberg.com for a feasibility of a custom tabulation on a fee-for-service basis.

Inspiration

Neilsberg Research Team curates, analyze and publishes demographics and economic data from a variety of public and proprietary sources, each of which often includes multiple surveys and programs. The large majority of Neilsberg Research aggregated datasets and insights is made available for free download at https://www.neilsberg.com/research/.

Recommended for further research

This dataset is a part of the main dataset for Tolland town Population by Race & Ethnicity. You can refer the same here

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.