Introduction

Diversity and Inclusion Statistics: Diversity and inclusion have become key focal points for organizations aiming to foster equitable work environments. Companies with higher racial and ethnic diversity are more likely to outperform their peers in financial returns. Women represent 47% of the global workforce, yet they hold only 24% of senior leadership positions.

Additionally, many employees believe that a diverse and inclusive culture drives innovation. With a significant percentage of job seekers considering workplace diversity as an important factor when evaluating job offers, it’s clear that diversity and inclusion are not just ethical imperatives but critical business strategies.

In a survey conducted in July 2021 about the whether respondents think that diversity and inclusion in companies and institutions in the United Kingdom had improved or worsened in the last six months, **** percent of the respondents said that it had improved a little, whereas **** percent of respondents said that it had got a little worse.

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

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.

Two datasets that were used to review the research on equality, diversity, and inclusion (EDI) in international business research. Data includes: Summaries from articles addressing EDI in each of the nine journals ranked 3 or higher for international business on the 2021 Chartered Association of Business Schools journal list (ABS list, or Academic Journal Guide AJG). Assessment published material that resulted from a search for full text, academic peer-reviewed, English language articles with both terms "diversity" AND "inclus*" using Business Source Complete,for the period 1928-2022.

Under Executive Order 2021-2, many City of Chicago contractors are required to submit annual reports on their Business Diversity Programs (BDPs), if any. This dataset lists those businesses that have such programs. Contractors who did not indicate formal BDPs but indicated related efforts through other portions of their responses are included. For more information on the BDP effort or to submit a response for your business, please visit https://chicago.gov/bdp.

As a data compiler, ADC is the first to collect and store data on minority businesses. Connect with specific minority-owned businesses including Hispanic Americans, African Americans, Asian Americans, Native Americans, Veterans, Women, and many more.

Minority-Owned Businesses account for over $1 trillion in annual revenue in the U.S., and 21% of all classifiable firms are minority-owned.

Our data is customizable to each client’s unique needs.

During a January 2019 survey, ** percent of Black workers from the United States said that they believe diversity and inclusion is essential to creating a successful business. However, only ** percent of white male participants felt the same way. All survey participants were full-time working professionals.

This dataset covers all publically listed companies in the United States from 2000 to 2018, which are listed in the S&P index. The starting point of 2000 is due to the minimal data available in the BoardEX database before this time in relation to board directors' information. Compustat is the source of financial data. As previous research indicates, financial and utilities firms are excluded from the sample due to their distinct regulations, which expose their directors to liability risks that non-financial firms are not subject to (Adams and Mehran, 2012; Sila et al., 2016). The sample size of non-financial firms amounts to 17,220. Financial variable outliers are adjusted to the 98% level in accordance with Bharath and Shumway's (2008) study.

Businesses certified as Small and Minority Business Enterprises by the CT Department of Administrative Services

More detailed data on Small and Minority Business Enterprises can be found in the Connecticut Small and Minority Owned Businesses (SBE/MBE) dataset.

This paper analyzes the influence of female participation on the performance and financial risk considering a sample of 218 public companies traded on B3 (Bovespa) from 2010 a 2016. The study also analyzes the influence of female participation on family control companies. Using a random effects methodology and family control dummy and percentage of female presence in boards of director, the study sought to analyze how theses variables and their interactions affect the financial performance of companies. Although the female representation has grown more than 50% in recent years, this share, however, in the board of directors of Brazilian companies is still a minority, close to 9% of the total surveyed. The ownership structure in the family firms is very relevant, with the percentage of 63%. The results suggest a positive relation between female participation and the Tobin-Q, used by value’s proxy, however, this relationship is weaker for firms with a family control. Another result found is that volatility, taken here as a risk’s proxy, is reduced in family run-business.

From the financial year commencing 1 April 2012, all equality and diversity data has been combined into one report and produced as a PDF. Earlier files provide workforce equality data for the annual periods 1 April 2010 to 31 March 2011 and 1 April 2011 to 31 March 2012. The files contain a breakdown of staff by grade for core BIS, including UKTI.

Financial overview and grant giving statistics of Arizona Diversity Business Development Center Inc.

Zoom Video Communications was ranked the highest company for diversity and inclusion among the leading U.S. tech companies in 2021, according to the source's sentiment analysis*. Zoom had a ranking of **** on a ******* scale. The company towered over any of the other companies' rankings, which were around * or below. At the bottom of the list for diversity and inclusion were Uber, Amazon, and PayPal with only * or below.

The Diversity, Equity, and Inclusion (DEI) Consulting Service market has emerged as a vital sector in today's business landscape, reflecting the growing recognition of the importance of fostering inclusive environments within organizations. This market is primarily focused on helping businesses and institutions impl

This dataset contains Hospital Supplier Diversity Plans.

As outlined in Health and Safety Code Section 1339.85-1339.87, licensed hospitals with operating expenses of fifty million dollars ($50,000,000) or more, and each licensed hospital with operating expenses of twenty-five million dollars ($25,000,000) or more that is part of a hospital system, shall submit an annual report to the department on its minority, women, LGBT, and disabled veteran business enterprise procurement efforts during the previous year.

Details on reporting requirements can be found in Section 1339.87.

For more on Hospital Supplier Diversity Plans.

Data notes: The information contained in a hospital’s plan on minority, women, LGBT, and disabled veteran business enterprises is provided for informational purposes only.

Suppliers are not required to disclose the above information to hospitals, and therefore not all diverse spending will be accurately identified.

Research data used in the paper entitled "Enabling the Management of Diverse Employees in the Hybrid Work Model: A Qualitative Study " published in Revista Brasileira de Gestão de Negócios (RBGN) V26, n1 (2024) Acess: https://rbgn.fecap.br/RBGN

Financial overview and grant giving statistics of San Diego Diverse Business Association

Businesses certified as Small and Minority Business Enterprises by the CT Department of Administrative Services

Research data used in the paper entitled "Diversity Management and Organizational Performance: Mediation and Moderation of Commitment, Person-job fit and Empowerment" published in Revista Brasileira de Gestão de Negócios (RBGN) V26, n4 (2024) Acess: https://rbgn.fecap.br/RBGN