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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.
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
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.
In 2021, ** percent of global full-time employees considered their organization's leadership to be very/extremely diverse. According to the Global Consumer Trends report on Diversity, Equity, and Inclusion by Dynata, about **** of employees worldwide perceived their companies as diverse.
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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
Workforce diversity is an increasingly salient issue, but it can be difficult to easily check how a specific company is performing. This dataset was created by Fortune to show what was discoverable by someone considering employment with one of the Fortune 500 firms and curious about their commitment to diversity and inclusion could find.
This dataset contains the name of each firm, its rank in the 2017 Fortune 500, a link to its diversity and inclusion page or equal opportunity statement, and whether the company releases full, partial, or no data about the gender, race, and ethnicity of its employees. Additional detail is included where it was available. As there are over 200 fields in this dataset; please consult the data dictionary for details about specific features.
This dataset was assembled by Fortune.com data reporter Grace Donnelly. The details of her data preparation process can be found here.
Are the companies that release the most information more or less diverse than their peers? Are there any particular industries that stand out?
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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.
Financial overview and grant giving statistics of Small Business Diversity Network
This statistic presents the share of tech leavers in the United States experienced selected types of unfairness as of January 2017. During the survey period, 25 percent of tech leavers stated that they had frequently experienced rudeness and condescending behavior at their previous job. A total of 37 percent had experienced poor management and leadership.
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The Cambridge Business Diversity Directory is a tool connecting local businesses owned by historically excluded proprietors to customers. The Directory aims to elevate businesses owned by women, people of color, veterans, people with disabilities, members of the LGBTQ+ community, and individuals of Portuguese descent. The Directory serves as a marketing and networking tool to connect these businesses with consumers, companies, and other institutions.
Those listed in this directory range in longevity, from businesses and entities that recently opened in Cambridge to legacy businesses and entities that have been in operation over 50 years. Businesses and entities listed in this edition have elected to be listed as self-identifying members of a historically excluded group. Though the Cambridge Business Diversity Directory is updated regularly, it is not a comprehensive representation of the many diverse businesses and entities operating in the city.
Financial overview and grant giving statistics of Arizona Diversity Business Development Center Inc
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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.
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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 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.
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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.
This statistic displays where companies focus their diversity efforts in 2017 according to hiring decision makers worldwide. During the survey period, 48 percent of respondents stated that age and generational issues were included in their workplace diversity efforts.
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...
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
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.
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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.