According to a survey conducted in 2023, ** percent of employed adults who were Black believed that focusing on increasing diversity, equity, and inclusion at work was a good thing in the United States, while ** percent of employed adults who were White shared this belief.
This map service summarizes racial and ethnic diversity in the United States in 2012.
The Diversity Index shows the likelihood that two persons chosen at random from the same area, belong to different race or ethnic groups. The index ranges from 0 (no diversity) to 100 (complete diversity). Diversity in the U.S. population is increasing. The diversity score for the entire United States in 2012 is 61.
The data shown is from Esri's 2012 Updated Demographics. The map adds increasing level of detail as you zoom in, from state, to county, to ZIP Code, to tract, to block group data. This map shows Esri's 2012 estimates using Census 2010 geographies.
In a January 2019 survey, ** percent of participants who identified themselves as LGBTQ from the United States said that they believe diversity and inclusion is essential to creating a supportive workplace culture. This is compared to only ** percent of white male participants who felt the same way. All survey participants were full-time working professionals.
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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.
This map shows the diversity index of the population in the USA in 2010 by state, county, tract, and block group. "The diversity index summarizes racial and ethnic diversity. The index shows the likelihood that two people, chosen at random from the same area, belong to different race or ethnic groups. The index ranges from 0 (no diversity) to 100 (complete diversity). For example, a diversity index of 59 means there is a 59 percent probability that two people randomly chosen would belong to different race or ethnic groups." -Esri DemographicsIt calls to the 2010 Census service with attributes related to race and ethnicity. The symbology is replicated at all geography levels so that the legend represents the same values with the same set of colors.
During an April 2023 survey in the United States, ** percent of adult respondents who were part of Generation Z (born between 2005 and 2012) reported thinking that brands with a large target audience were either somewhat or very responsible for promoting diversity and inclusion. Among baby boomers (born between 1946 and 1964), that share stood at ** percent.
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This national, tract-level experienced racial segregation dataset uses data for over 66 million anonymized and opted-in devices in Cuebiq’s Spectus Clean Room data to estimate 15 minute time overlaps of device stays in 38.2m x 19.1m grids across the United States in 2022. We infer a probability distribution of racial backgrounds for each device given their home Census block groups at the time of data collection, and calculate the probability of a diverse social contact during that space and time. These measures are then aggregated to the Census tract and across the whole time period in order to preserve privacy and develop a generalizable measure of the diversity of a place. We propose that this dataset is a better measurement of the segregation and diversity as it is experienced, which we show diverges from standard measurements of segregation. The data can be used by researchers to better understand the determinants of experienced segregation; beyond research, we suggest this data can be used by policy makers to understand the impacts of policies designed to encourage social mixing and access to opportunities such as affordable housing and mixed-income housing, and more.
For the purposes of enhanced privacy, home census block groups were pre-calculated by the data provider, and all calculations are done at the Census tract, with tracts that have more than 20 unique devices over the period of analysis.
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
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.
The purpose of this study was to determine whether workgroup racial composition is related to sentence outcomes generally, and racial differences in sentencing in particular, across federal districts. This collection contains information on federal court district characteristics. Data include information about the social context, court context, and diversity of the courtroom workgroup for 90 federal judicial districts provided by 50 judicial district context variables.
According to a survey conducted in 2023, ** percent of employed adults said that working with employees of different races and ethnicities was extremely or very important to them in the United States while ** percent said that working with employees of different ages was extremely or very important to them.
During an April 2023 survey in the United States, little more than ********** (** percent) of responding adults reported thinking that brands with a large target audience were either somewhat or very responsible for promoting diversity and inclusion. Around ** percent said such brands were not too responsible or not responsible at all for doing that, while the remaining ** percent of respondents did not know the answer or had no opinion on the matter.
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Context
The dataset presents the detailed breakdown of the count of individuals within distinct income brackets, categorizing them by gender (men and women) and employment type - full-time (FT) and part-time (PT), offering valuable insights into the diverse income landscapes within United States. The dataset can be utilized to gain insights into gender-based income distribution within the United States population, aiding in data analysis and decision-making..
Key observations
When available, the data consists of estimates from the U.S. Census Bureau American Community Survey (ACS) 2019-2023 5-Year Estimates.
Income brackets:
Variables / Data Columns
Employment type classifications include:
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.
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/.
This dataset is a part of the main dataset for United States median household income by race. You can refer the same here
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This dataset is about books. It has 1 row and is filtered where the book is Cultural diversity and the American experience : political participation among Blacks, Appalachians, and Indians. It features 7 columns including author, publication date, language, and book publisher.
The American Mosaic Project is a multiyear, multi-method study of the bases of solidarity and diversity in American life. The principal investigators of this project are Doug Hartmann, Penny Edgell and Joseph Gerteis at the "https://twin-cities.umn.edu/" Target="_blank">University of Minnesota. The survey portion of the project consists of a random-digit-dial telephone survey (N=2,081) conducted during the summer of 2003 by the "https://uwsc.wisc.edu/" Target="_blank">University of Wisconsin Survey Center. The survey was designed to gather data on attitudes about race, religion, politics and American identity as well as demographic information and social networks.
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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 positions advertised in EECB from Jan 2019-May 2020 required a diversity statement; diversity statement requirements did not correspond with state-level diversity metrics. Though many announcements “encourage women and minorities to apply,” empirical evidence demonstrates that hiring committees at most institutions did not prioritize an applicant’s DEI advancement potential. We suggest a model for change and call on administrators and faculty to implement SMART (i.e., Specific, Measurable, Achievable, Realistic, and Timely) strategies for DEI advancement across IHE throughout the United States. We anticipate our quantification of diversity statement requirements relative to other application materials will motivate institutional change in both policy and practice when evaluating a candidate’s potential “fit”. IHE must embrace a leadership role to not only shift the academic culture to one that upholds DEI, but to educate and include people who represent the full diversity of our society. In the current context of political censure of education including book banning and backlash aimed at Critical Race Theory, which further reinforce systemic white supremacy, academic integrity and justice are more critical than ever. Methods 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 statement). Of the 543 faculty positions posted during this time, we eliminated 299 posts because the web links were broken or application information was no longer available (i.e., “NA”), leaving 244 faculty job posts. For each of the retained posts, we coded the requirement of teaching, research, diversity, and/or mentorship statements as follows:
"Yes” = statement required “No” = statement not required “Other” = application materials did not explicitly require a Diversity Statement (i.e., option or suggested that applicants include a statement on diversity and inclusion as a component of their teaching and/or research statement or in their cover letter)
Data visualization We created a Sankey diagram using Sankey Flow Show (THORTEC Software GmbH: www.sankeyflowshow.com) to compare diversity and representation from the general population, through (Science, Technology, Engineering, and Mathematics) STEM academia (a career hierarchy often referred to as the “leaky pipeline”). We procured population data from the US Census Bureau (US Department of Commerce: https://www.census.gov/quickfacts/fact/table/US/PST045219) and quantified the diversity/representation in Conservation Biology (https://datausa.io/profile/cip/ecology-evolution-systematics-population-biology#demographics) and Ecology (https://datausa.io/profile/cip/conservation-biology) using Data USA (developed by Deloitte Touche Tohmatsu Limited and Datawheel). We used the 2015 Diversity Index (produced by PolicyLink and the USC Program for Environmental and Regional Equity: https://nationalequityatlas.org/indicators/Diversity_index/Ranking:33271/United_States/false/Year(s):2015/) to quantify relative ethnic diversity per state, and graphed Figure 2B using the tidyverse, rgdal, broom, and rgeos packages in R (see Base code used to produce Figure 2 in R, below). The Diversity index measures the representation of White, Black, Latino, Asian/Pacific Islander, Native American, and Mixed/other race in a given population. A maximum possible diversity score (1.79) would indicate even representation of all ethnic/racial groups. We checked all figures using the Color Blindness Simulator (ColBlindor: https://www.color-blindness.com/coblis-color-blindness-simulator/) to maintain inclusivity.
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Although the value of diversity—in terms of race, ethnicity, gender, and socioeconomic status—to the U.S. military has been subject to debate, preferences for diversity at educational institutions for the military officers are rarely examined systematically. To address this, we investigate whether midshipmen at the U.S. Naval Academy favor prioritizing diversity in student admissions and faculty recruitment using conjoint analysis, a method suited for estimating attitudes on sensitive and politicized issues. The results show strong preferences in favor of applicants from disadvantaged socioeconomic backgrounds and moderate but still positive preferences for members of traditionally underrepresented racial/ethnic groups in both admissions and faculty recruitment. Midshipmen’s preferences with respect to gender are, however, less straightforward. In particular, we find a strong negative preference against gender non-binary applicants and candidates. Our findings suggest that midshipmen’s attitudes reflect both resolved and unresolved debates that resonate throughout the armed forces.
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This dataset tracks annual diversity score from 2007 to 2023 for Academy Of American Studies vs. New York and New York City Geographic District #30 School District
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Racial diversity is measured by a diversity index that is calculated using United States Census racial and ethnic population characteristics from the PL-94 data file. The diversity index is a quantitative measure of the distribution of the proportion of five major ethnic populations (non-Hispanic White, non-Hispanic Black, Asian and Pacific Islander, Hispanic, and Two or more races). The index ranges from 0 (low diversity meaning only one group is present) to 1 (meaning an equal proportion of all five groups is present). The diversity score for the United States in 2010 is 0.60. The diversity score for the San Francisco Bay Region is 0.84. Within the region, Solano (0.89) and Alameda (0.90) Counties are the most diverse and the remaining North Bay (0.55 - 0.64) Counties are the least diverse.
This dataset includes the Mission and Organization of the ICE Office of Diversity and Civil Rights (ODCR). ODCR is responsible for directing and integrating the application of the Civil Rights Act of 1964, as amended, as well as other applicable non-discrimination complaint systems and affirmative employment programs. The mission of ODCR is to ensure that the rights of employees and applicants are protected, and that the agency promotes a proactive equal employment opportunity program to achieve an ethnically diverse workplace.
According to a survey conducted in 2023, ** percent of employed adults who were Black believed that focusing on increasing diversity, equity, and inclusion at work was a good thing in the United States, while ** percent of employed adults who were White shared this belief.