In 2021, 72 percent of American full-time employees valued working with people different from themselves. According to the Global Consumer Trends report on Diversity, Equity, and Inclusion by Dynata, only 49 percent of Japanese employees valued a diverse workplace.

In a January 2019 survey, 65 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 35 percent of white male participants who felt the same way. All survey participants were full-time working professionals.

In 2021, 35 percent of global employees belonging to the Boomer generation considered their workplace to be very/extremely diverse. According to the Global Consumer Trends report on Diversity, Equity, and Inclusion by Dynata, 51 percent of Gen Z or Millennial employees found their workplace diverse.

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This .zip format file contains a dataset in .sav format which is suitable to be imported directly to SPSS software for analysis. Further, for those who are using different statistical packages or want to add more datasets to it, the .xlsx format of a similar dataset is available along with its data dictionaries in separate tabs of the same Excel worksheet.

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.

In 2021, 36 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 half of employees worldwide perceived their companies as diverse.

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.

Diversity in the ACTPS workforce from June 2012 The ACTPS continues to encourage voluntary disclosure by employees. Diversity percentages are based on total ACTPS headcount which assumes that all respondents do not identify as one or more of the diversity groups, which is likely to result in under- reporting of the actual proportion of diversity groups in the ACTPS. Diversity statistics are also provided in Annual Reports and monitored through the ACTPS Respect, Equity and Diversity Framework. Workforce data in this section has been presented in a way that protects the identity of individual employees. Note on Averages: Salary averages here are inclusive of part-time and casual employees. Please see the attached document for additional notes. [State of the Service 2012]

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 Vancouver. The dataset can be utilized to gain insights into gender-based income distribution within the Vancouver population, aiding in data analysis and decision-making..

Key observations

• Employment patterns: Within Vancouver, among individuals aged 15 years and older with income, there were 70,246 men and 69,727 women in the workforce. Among them, 38,370 men were engaged in full-time, year-round employment, while 28,889 women were in full-time, year-round roles.
• Annual income under $24,999: Of the male population working full-time, 4.17% fell within the income range of under $24,999, while 7.26% of the female population working full-time was represented in the same income bracket.
• Annual income above $100,000: 25.63% of men in full-time roles earned incomes exceeding $100,000, while 16.24% 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 Vancouver median household income by race. You can refer the same here

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, 47.9 percent of the respondents said that it had improved a little, whereas 11.4 percent of respondents said that it had got a little worse.

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