100+ datasets found
  1. U.S. adults' beliefs on increasing diversity at work 2023, by race

    • statista.com
    Updated Jun 23, 2025
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    Statista (2025). U.S. adults' beliefs on increasing diversity at work 2023, by race [Dataset]. https://www.statista.com/statistics/1391380/us-adults-beliefs-on-increasing-diversity-at-work-by-race/
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    Dataset updated
    Jun 23, 2025
    Dataset authored and provided by
    Statistahttp://statista.com/
    Time period covered
    Feb 6, 2023 - Feb 12, 2023
    Area covered
    United States
    Description

    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.

  2. A

    Diversity Index

    • data.amerigeoss.org
    • data.wu.ac.at
    csv, geojson, json +1
    Updated Jul 26, 2019
    + more versions
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    United States (2019). Diversity Index [Dataset]. https://data.amerigeoss.org/ja/dataset/diversity-index
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    json, shp, geojson, csvAvailable download formats
    Dataset updated
    Jul 26, 2019
    Dataset provided by
    United States
    Description

    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.

  3. U.S. opinion on diversity and inclusion importance in work culture 2019, by...

    • statista.com
    Updated Jul 9, 2025
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    Statista (2025). U.S. opinion on diversity and inclusion importance in work culture 2019, by community [Dataset]. https://www.statista.com/statistics/1195846/us-worker-opinion-diversity-inclusion-workplace-importance-community/
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    Dataset updated
    Jul 9, 2025
    Dataset authored and provided by
    Statistahttp://statista.com/
    Time period covered
    Jan 10, 2019 - Jan 24, 2019
    Area covered
    United States
    Description

    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.

  4. H

    Diversity Data: Metropolitan Quality of Life Data

    • dataverse.harvard.edu
    • data.niaid.nih.gov
    Updated Jan 11, 2011
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    Harvard Dataverse (2011). Diversity Data: Metropolitan Quality of Life Data [Dataset]. http://doi.org/10.7910/DVN/FQINUJ
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    CroissantCroissant is a format for machine-learning datasets. Learn more about this at mlcommons.org/croissant.
    Dataset updated
    Jan 11, 2011
    Dataset provided by
    Harvard Dataverse
    License

    CC0 1.0 Universal Public Domain Dedicationhttps://creativecommons.org/publicdomain/zero/1.0/
    License information was derived automatically

    Description

    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.

  5. a

    2010 Diversity Index in the United States

    • gis-for-racialequity.hub.arcgis.com
    • hub.arcgis.com
    • +1more
    Updated May 26, 2017
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    ArcGIS Living Atlas Team (2017). 2010 Diversity Index in the United States [Dataset]. https://gis-for-racialequity.hub.arcgis.com/maps/04a8fbbf59aa48ebbc646ba2bc8d9b1c
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    Dataset updated
    May 26, 2017
    Dataset authored and provided by
    ArcGIS Living Atlas Team
    Area covered
    Description

    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.

  6. View of brands as responsible for boosting diversity in the U.S. 2023, by...

    • statista.com
    • ai-chatbox.pro
    Updated Jun 24, 2025
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    Statista (2025). View of brands as responsible for boosting diversity in the U.S. 2023, by generation [Dataset]. https://www.statista.com/statistics/1398782/brands-responsible-promoting-diversity-generation-united-states/
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    Dataset updated
    Jun 24, 2025
    Dataset authored and provided by
    Statistahttp://statista.com/
    Time period covered
    Apr 14, 2023 - Apr 17, 2023
    Area covered
    United States
    Description

    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.

  7. u

    An experienced racial-ethnic diversity dataset in the United States using...

    • knowledge.uchicago.edu
    Updated Jul 26, 2023
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    Xu, Wenfei; Wang, Zhuojun; Attia, Nada; Attia, Youssef; Zhang, Yucheng; Zong, Haotian (2023). An experienced racial-ethnic diversity dataset in the United States using human mobility data [Dataset]. http://doi.org/10.17605/OSF.IO/X94GJ
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    Dataset updated
    Jul 26, 2023
    Dataset provided by
    OSF
    Authors
    Xu, Wenfei; Wang, Zhuojun; Attia, Nada; Attia, Youssef; Zhang, Yucheng; Zong, Haotian
    License

    Attribution 4.0 (CC BY 4.0)https://creativecommons.org/licenses/by/4.0/
    License information was derived automatically

    Area covered
    United States
    Description

    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.

  8. a

    Racial Diversity Index - City

    • vital-signs-bniajfi.hub.arcgis.com
    • data.baltimorecity.gov
    • +1more
    Updated Feb 27, 2020
    + more versions
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    Baltimore Neighborhood Indicators Alliance (2020). Racial Diversity Index - City [Dataset]. https://vital-signs-bniajfi.hub.arcgis.com/datasets/racial-diversity-index-city
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    Dataset updated
    Feb 27, 2020
    Dataset authored and provided by
    Baltimore Neighborhood Indicators Alliance
    Area covered
    Description

    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

  9. Diversity, Equity, Inclusion, and Accessibility (DEIA)

    • catalog.data.gov
    • datasets.ai
    Updated Jan 21, 2024
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    ICE (2024). Diversity, Equity, Inclusion, and Accessibility (DEIA) [Dataset]. https://catalog.data.gov/dataset/diversity-equity-inclusion-and-accessibility-deia
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    Dataset updated
    Jan 21, 2024
    Dataset provided by
    United States Immigration and Customs Enforcementhttp://www.ice.gov/
    Description

    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.

  10. Data from: Court Workforce Racial Diversity and Racial Justice in Criminal...

    • catalog.data.gov
    • icpsr.umich.edu
    Updated Mar 12, 2025
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    National Institute of Justice (2025). Court Workforce Racial Diversity and Racial Justice in Criminal Case Outcomes in the United States, 2000-2005 [Dataset]. https://catalog.data.gov/dataset/court-workforce-racial-diversity-and-racial-justice-in-criminal-case-outcomes-in-the-2000--b49e9
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    Dataset updated
    Mar 12, 2025
    Dataset provided by
    National Institute of Justicehttp://nij.ojp.gov/
    Area covered
    United States
    Description

    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.

  11. U.S. beliefs on the importance of working with diverse employees 2023

    • statista.com
    Updated Jun 23, 2025
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    Statista (2025). U.S. beliefs on the importance of working with diverse employees 2023 [Dataset]. https://www.statista.com/statistics/1395205/us-beliefs-on-the-importance-of-working-with-diverse-employees/
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    Dataset updated
    Jun 23, 2025
    Dataset authored and provided by
    Statistahttp://statista.com/
    Time period covered
    Feb 6, 2023 - Feb 12, 2023
    Area covered
    United States
    Description

    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.

  12. Adults thinking big brands were responsible for promoting diversity in the...

    • statista.com
    • ai-chatbox.pro
    Updated Jul 1, 2025
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    Statista (2025). Adults thinking big brands were responsible for promoting diversity in the U.S. 2023 [Dataset]. https://www.statista.com/statistics/1398778/brands-responsible-promoting-diversity-united-states/
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    Dataset updated
    Jul 1, 2025
    Dataset authored and provided by
    Statistahttp://statista.com/
    Time period covered
    Apr 14, 2023 - Apr 17, 2023
    Area covered
    United States
    Description

    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.

  13. N

    United States annual income distribution by work experience and gender...

    • neilsberg.com
    csv, json
    Updated Feb 27, 2025
    + more versions
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    Neilsberg Research (2025). United States annual income distribution by work experience and gender dataset: Number of individuals ages 15+ with income, 2023 // 2025 Edition [Dataset]. https://www.neilsberg.com/research/datasets/bacb49c0-f4ce-11ef-8577-3860777c1fe6/
    Explore at:
    json, csvAvailable download formats
    Dataset updated
    Feb 27, 2025
    Dataset authored and provided by
    Neilsberg Research
    License

    Attribution 4.0 (CC BY 4.0)https://creativecommons.org/licenses/by/4.0/
    License information was derived automatically

    Area covered
    United States
    Variables measured
    Income for Male Population, Income for Female Population, Income for Male Population working full time, Income for Male Population working part time, Income for Female Population working full time, Income for Female Population working part time, Number of males working full time for a given income bracket, Number of males working part time for a given income bracket, Number of females working full time for a given income bracket, Number of females working part time for a given income bracket
    Measurement technique
    The data presented in this dataset is derived from the latest U.S. Census Bureau American Community Survey (ACS) 2019-2023 5-Year Estimates. To portray the number of individuals for both the genders (Male and Female), within each income bracket we conducted an initial analysis and categorization of the American Community Survey data. Households are categorized, and median incomes are reported based on the self-identified gender of the head of the household. For additional information about these estimations, please contact us via email at research@neilsberg.com
    Dataset funded by
    Neilsberg Research
    Description
    About this dataset

    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

    • Employment patterns: Within United States, among individuals aged 15 years and older with income, there were 119.64 million men and 117.56 million women in the workforce. Among them, 66.07 million men were engaged in full-time, year-round employment, while 50.33 million women were in full-time, year-round roles.
    • Annual income under $24,999: Of the male population working full-time, 7.45% fell within the income range of under $24,999, while 10.76% of the female population working full-time was represented in the same income bracket.
    • Annual income above $100,000: 29.72% of men in full-time roles earned incomes exceeding $100,000, while 18.56% of women in full-time positions earned within this income bracket.
    • Refer to the research insights for more key observations on more income brackets ( Annual income under $24,999, Annual income between $25,000 and $49,999, Annual income between $50,000 and $74,999, Annual income between $75,000 and $99,999 and Annual income above $100,000) and employment types (full-time year-round and part-time)
    Content

    When available, the data consists of estimates from the U.S. Census Bureau American Community Survey (ACS) 2019-2023 5-Year Estimates.

    Income brackets:

    • $1 to $2,499 or loss
    • $2,500 to $4,999
    • $5,000 to $7,499
    • $7,500 to $9,999
    • $10,000 to $12,499
    • $12,500 to $14,999
    • $15,000 to $17,499
    • $17,500 to $19,999
    • $20,000 to $22,499
    • $22,500 to $24,999
    • $25,000 to $29,999
    • $30,000 to $34,999
    • $35,000 to $39,999
    • $40,000 to $44,999
    • $45,000 to $49,999
    • $50,000 to $54,999
    • $55,000 to $64,999
    • $65,000 to $74,999
    • $75,000 to $99,999
    • $100,000 or more

    Variables / Data Columns

    • Income Bracket: This column showcases 20 income brackets ranging from $1 to $100,000+..
    • Full-Time Males: The count of males employed full-time year-round and earning within a specified income bracket
    • Part-Time Males: The count of males employed part-time and earning within a specified income bracket
    • Full-Time Females: The count of females employed full-time year-round and earning within a specified income bracket
    • Part-Time Females: The count of females employed part-time and earning within a specified income bracket

    Employment type classifications include:

    • Full-time, year-round: A full-time, year-round worker is a person who worked full time (35 or more hours per week) and 50 or more weeks during the previous calendar year.
    • Part-time: A part-time worker is a person who worked less than 35 hours per week during the previous calendar year.

    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 United States median household income by race. You can refer the same here

  14. w

    Dataset of books called Cultural diversity and the American experience :...

    • workwithdata.com
    Updated Apr 17, 2025
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    Work With Data (2025). Dataset of books called Cultural diversity and the American experience : political participation among Blacks, Appalachians, and Indians [Dataset]. https://www.workwithdata.com/datasets/books?f=1&fcol0=book&fop0=%3D&fval0=Cultural+diversity+and+the+American+experience+%3A+political+participation+among+Blacks%2C+Appalachians%2C+and+Indians
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    Dataset updated
    Apr 17, 2025
    Dataset authored and provided by
    Work With Data
    License

    Attribution 4.0 (CC BY 4.0)https://creativecommons.org/licenses/by/4.0/
    License information was derived automatically

    Area covered
    Appalachian Mountains
    Description

    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.

  15. American Mosaic Project - A National Survey on Diversity

    • thearda.com
    • osf.io
    Updated Nov 14, 2010
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    The Association of Religion Data Archives (2010). American Mosaic Project - A National Survey on Diversity [Dataset]. http://doi.org/10.17605/OSF.IO/A4YGS
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    Dataset updated
    Nov 14, 2010
    Dataset provided by
    Association of Religion Data Archives
    Dataset funded by
    Edelstein Family Foundation
    Description

    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.

  16. n

    Data for: A path forward: creating an academic culture of justice, equity,...

    • data.niaid.nih.gov
    • search.dataone.org
    • +1more
    zip
    Updated Oct 24, 2023
    + more versions
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    Diana Lafferty; Erin McKenney; Tru Hubbard; Sarah Trujillo; DeAnna Beasley (2023). Data for: A path forward: creating an academic culture of justice, equity, diversity and inclusion [Dataset]. http://doi.org/10.5061/dryad.cfxpnvxbb
    Explore at:
    zipAvailable download formats
    Dataset updated
    Oct 24, 2023
    Dataset provided by
    North Carolina State University
    Northern Michigan University
    University of Tennessee at Chattanooga
    Authors
    Diana Lafferty; Erin McKenney; Tru Hubbard; Sarah Trujillo; DeAnna Beasley
    License

    https://spdx.org/licenses/CC0-1.0.htmlhttps://spdx.org/licenses/CC0-1.0.html

    Description

    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.

  17. H

    Replication Data for: Student Attitudes Toward Campus Diversity at the...

    • dataverse.harvard.edu
    Updated Jun 16, 2022
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    John Polga-Hecimovich; John M. Carey; Yusaku Horiuchi (2022). Replication Data for: Student Attitudes Toward Campus Diversity at the United States Naval Academy: Evidence from Conjoint Survey Experiments [Dataset]. http://doi.org/10.7910/DVN/AEA4RW
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    CroissantCroissant is a format for machine-learning datasets. Learn more about this at mlcommons.org/croissant.
    Dataset updated
    Jun 16, 2022
    Dataset provided by
    Harvard Dataverse
    Authors
    John Polga-Hecimovich; John M. Carey; Yusaku Horiuchi
    License

    CC0 1.0 Universal Public Domain Dedicationhttps://creativecommons.org/publicdomain/zero/1.0/
    License information was derived automatically

    Area covered
    Naval Academy, United States
    Description

    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.

  18. p

    Trends in Diversity Score (2007-2023): Academy Of American Studies vs. New...

    • publicschoolreview.com
    + more versions
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    Public School Review, Trends in Diversity Score (2007-2023): Academy Of American Studies vs. New York vs. New York City Geographic District #30 School District [Dataset]. https://www.publicschoolreview.com/academy-of-american-studies-profile
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    Dataset authored and provided by
    Public School Review
    License

    Attribution 4.0 (CC BY 4.0)https://creativecommons.org/licenses/by/4.0/
    License information was derived automatically

    Area covered
    New York
    Description

    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

  19. 2012 06: Bay Area Racial Diversity in 2010

    • opendata.mtc.ca.gov
    • opendata-mtc.opendata.arcgis.com
    Updated Jun 25, 2012
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    MTC/ABAG (2012). 2012 06: Bay Area Racial Diversity in 2010 [Dataset]. https://opendata.mtc.ca.gov/documents/fc68fc1b99da465eb9557fa998035bc6
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    Dataset updated
    Jun 25, 2012
    Dataset provided by
    Metropolitan Transportation Commission
    Authors
    MTC/ABAG
    License

    MIT Licensehttps://opensource.org/licenses/MIT
    License information was derived automatically

    Description

    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.

  20. Office of Diversity and Civil Rights Mission and Organization

    • catalog.data.gov
    Updated Jun 7, 2025
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    ICE (2025). Office of Diversity and Civil Rights Mission and Organization [Dataset]. https://catalog.data.gov/dataset/office-of-diversity-and-civil-rights-mission-and-organization
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    Dataset updated
    Jun 7, 2025
    Dataset provided by
    United States Immigration and Customs Enforcementhttp://www.ice.gov/
    Description

    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.

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Statista (2025). U.S. adults' beliefs on increasing diversity at work 2023, by race [Dataset]. https://www.statista.com/statistics/1391380/us-adults-beliefs-on-increasing-diversity-at-work-by-race/
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U.S. adults' beliefs on increasing diversity at work 2023, by race

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Dataset updated
Jun 23, 2025
Dataset authored and provided by
Statistahttp://statista.com/
Time period covered
Feb 6, 2023 - Feb 12, 2023
Area covered
United States
Description

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.

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