In 2022, racial diversity at Citigroup in the United States varied across job categories. On the executive and senior level, 66 percent of the officials and managers identified as white, 13.6 percent as Asian, approximately 8.7 percent as Hispanic or Latino, and Black or African American for each. The share of white employees decreased on lower corporate levels. The share of Asian employees was the highest among the professionals, at 27.1 percent. Hispanic employees were the most represented among technicians, at 29.2 percent, and the share of Black or African American employees was the highest among the administrative support workers, at 18.1 percent.

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.

In 2022, a survey among *** Indian companies revealed that respectively ** percent of businesses used the percentage of female employees by management level and employee's perception of inclusion as the measurement for female diversity and inclusion. In comparison, gender pay equality served as a means of measurement for ** percent of the surveyed firms.

Snapshot img

What is the Size of Diversity And Inclusion Consulting Service Market?

The Diversity And Inclusion Consulting Service Market size is forecast to increase by USD 2.89 billion, at a CAGR of 12.7% between 2023 and 2028. The market is experiencing significant growth due to the increasing importance of fostering a sense of belonging and promoting social justice in the workplace. Companies are recognizing the value of diversity and inclusion as essential components of social responsibility and effective communication. Diversity strategy development, policy creation, and recruitment tools are becoming increasingly important for organizations seeking to hire and retain a diverse workforce. The integration of artificial intelligence (AI) into diversity and inclusion consulting services is also gaining traction, offering more efficient and effective solutions. However, the high cost associated with diversity and inclusion programs remains a challenge for some organizations. Remote work and gender equality are also key considerations in this market, as companies adapt to the changing work environment and strive for greater equality and inclusion. Effective diversity and inclusion initiatives can lead to increased loyalty among employees and a more productive workforce.

Request Free Market Sample

Market Segmentation

The market research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD billion' for the period 2024-2028, as well as historical data from 2018 - 2022 for the following segments.

Application

  Large enterprises
  Small and medium-sized enterprises


End-user

  Private sector
  Public sector
  Others


Geography

  North America

    Canada
    US


  Europe

    Germany
    UK
    France


  APAC

    China
    India


  South America

    Brazil


  Middle East and Africa

Which is the Largest Segment Driving Market Growth?

The large enterprises segment is estimated to witness significant growth during the forecast period. Diversity and inclusion consulting services play a vital role in helping businesses establish and implement effective policies that promote equity and eliminate discrimination. In today's business landscape, regulatory pressures and customer expectations demand a commitment to diversity and inclusion (DEI). DEI consulting services assist organizations in addressing hiring practices, organizational culture, and training to ensure a workplace that values and respects all employees. By investing in DEI initiatives, companies can experience numerous benefits, including increased employee satisfaction, reduced turnover rates, and a more engaged workforce. A diverse workforce brings unique perspectives and ideas, fostering innovation and improving problem-solving capabilities.

Get a glance at the market share of various regions Download the PDF Sample

The large enterprises segment was valued at USD 1.24 billion in 2018. Furthermore, a strong DEI program enhances a company's reputation, making it more appealing to top talent and customers who prioritize social responsibility. Effective DEI policies not only benefit the organization but also contribute to a healthier, more inclusive society. As DEI consulting services continue to gain importance, businesses that prioritize these initiatives will be better positioned to compete in the market and maintain a positive brand image.

Which Region is Leading the Market?

For more insights on the market share of various regions Request Free Sample

North America is estimated to contribute 42% to the growth of the global market during the forecast period. Technavio's analysts have elaborately explained the regional trends and drivers that shape the market during the forecast period. In North America, the market is experiencing significant growth due to the increasing number of organizations recognizing the importance of inclusive business practices. The US, as part of North America, is a key contributor to this market, with over 7.6 million business entities as of Q1 2024. Approximately 83% of these entities operate in the service-providing sector, which includes industries such as finance, healthcare, and technology. These industries prioritize diversity and inclusion initiatives to attract and retain diverse talent, boost employee engagement, and enhance overall productivity.

To achieve measurable outcomes, diversity and inclusion consulting services employ various techniques, including inclusive leadership development and data-driven solutions. These approaches help organizations identify gaps and address them effectively. Seminars and training programs are also essential components of these services, providing tangible outcomes that contribute to lasting organizational change. By implementing these practices, businesses can foster an inclusive work environment, leading to a more productiv

Sexual harassment of women in the workplace has received growing attention in the past decade and is recognised as a substantial human rights and public health issue, with significant ramifications for workplaces and communities (Willness, Steel & Lee 2007). Nationally, this is reflected in recent legislative amendments:

• In 2022, the Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Act 2022 (Cth), introduced a positive duty on employers and persons conducting business or undertaking (PCBUs).
• In 2023, the Fair Work Act was amended to prohibit sexual harassment in the workplace, and is now considered as a form of ‘serious misconduct’.

These efforts reflect a commitment to eliminating gender-based violence and harassment, and ensuring safe working environments for women.

Underpinning and driving these efforts for change is the growing body of research that have sought to bridge the significant gaps in current knowledge pertaining to sexual harassment in the workplace. This includes studies examining the impacts of workplace sexual harassment (Birinxhikai & Guggisberg 2017), its risk factors, preventative measures and responses (Champions of Change Coalition 2021, Healey 2018, Saunders & Easteal 2013, Wynen 2016), and issues around underreporting (MacDermott 2020, Charlesworth, McDonald & Cerise 2011).

Since 2003, the Australian Human Rights Commission (AHRC) has also regularly conducted national surveys into workplace sexual harassment, with the fifth iteration released in 2022. The survey has offered important insights and data on the prevalence and nature of workplace sexual harassment in Australia. However, there remain significant gaps in accounting for the breadth of diversity and intersectionality of women’s experiences of violence and harassment. Specifically, migrant and refugee women were captured only through a single variable of ‘language spoken at home.’

This gap has prompted the development of an ANROWS-funded study (ANROWS 2022) focusing on migrant and refugee women’s experiences of sexual harassment in the workplace. Utilising a mixed-methods approach of large-scale surveys, focus groups and interviews, the study builds on existing knowledge of workplace sexual harassment to further contribute to the national picture of the diverse experiences of migrant and refugee women.

This research brief maps out the role, contribution and limitations of utilising large-scale surveys in gender-based violence research in Australia, specifically in relation to workplace sexual harassment.

According to a survey held in the United States in March 2022, 48 percent of journalists had taken part in formal training sessions or meetings on diversity and inclusion in the workplace and 40 percent had trained in how to cover diversity issues. Black, Hispanic, and Asian journalists were more likely to have participated in such training sessions or meetings than white respondents.

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

Key observations

• Employment patterns: Within Suffolk city, among individuals aged 15 years and older with income, there were 34,319 men and 35,016 women in the workforce. Among them, 21,047 men were engaged in full-time, year-round employment, while 17,107 women were in full-time, year-round roles.
• Annual income under $24,999: Of the male population working full-time, 4.03% fell within the income range of under $24,999, while 13.27% of the female population working full-time was represented in the same income bracket.
• Annual income above $100,000: 28.65% of men in full-time roles earned incomes exceeding $100,000, while 18.49% 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)

https://i.neilsberg.com/ch/suffolk-city-va-income-distribution-by-gender-and-employment-type.jpeg" alt="Suffolk city, VA gender and employment-based income distribution analysis (Ages 15+)">

Content

When available, the data consists of estimates from the U.S. Census Bureau American Community Survey (ACS) 2022 1-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 Suffolk city median household income by gender. You can refer the same here

In an effort to provide access and increase transparency, the Executive Office of Economic Development (EOED) has published an overview and summary analysis of the city’s tax incentive projects that are helping drive the economic progress on display within the City. This includes data and reports that show the diversity of the workforce behind the construction boom currently within the City of Worcester.The workforce categories include:Worcester residentsPeople of ColorWomenSub-contractors/firms within 30 miles of the projectPlease note that the data provided by Madison Properties are not verified.Date fields: Date fields are displayed in the table with data type string. The string data type is typically used to represent text. All date information is accurate but will sort as text in the online table. Use the download feature if you would like to sort by date.More information: Visit the Executive Office of Economic Development webpage to learn more about their services, programs, and initiatives.Informing Worcester is the City of Worcester's open data portal where interested parties can obtain public information at no cost.

Analysis of ‘2.20 Employee Vertical Diversity (summary)’ provided by Analyst-2 (analyst-2.ai), based on source dataset retrieved from https://catalog.data.gov/dataset/bf0518c8-7314-4b2f-bf86-09856a8fc5cc on 11 February 2022.

--- Dataset description provided by original source is as follows ---

It is important to identify any barriers in recruitment, hiring, and employee retention practices that might discourage any segment of our population from applying for positions or continuing employment at the City of Tempe. This information will provide better awareness for outreach efforts and other strategies to attract, hire, and retain a perse workforce.

This page provides data for the Employee Vertical Diversity performance measure.

The performance measure dashboard is available at 2.20 Employee Vertical Diversity.

Additional Information

Source:PeopleSoft HCM, Maricopa County Labor Market Census Data

Contact: Lawrence LaVictoire

Contact E-Mail: lawrence_lavicotoire@tempe.gov

Data Source Type: Excel, PDF

Preparation Method: PeopleSoft query and PDF are moved to a pre-formatted excel spreadsheet.

Publish Frequency: Manual

Publish Method: Every six months

Data Dictionary

--- Original source retains full ownership of the source dataset ---

39.8% of workers from the Indian ethnic group were in 'professional' jobs in 2021 – the highest percentage out of all ethnic groups in this role.

In an effort to provide access and increase transparency, the Executive Office of Economic Development (EOED) has published an overview and summary analysis of the city’s tax incentive projects that are helping drive the economic progress on display within the City. This includes data and reports that show the diversity of the workforce behind the construction boom currently within the City of Worcester.The workforce categories include:Worcester residentsPeople of ColorWomenSub-contractors/firms within 30 miles of the projectPlease note that the data provided by Madison Properties are not verified.Date fields: Date fields are displayed in the table with data type string. The string data type is typically used to represent text. All date information is accurate but will sort as text in the online table. Use the download feature if you would like to sort by date.More information: Visit the Executive Office of Economic Development webpage to learn more about their services, programs, and initiatives.Informing Worcester is the City of Worcester's open data portal where interested parties can obtain public information at no cost.

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

Key observations

• Employment patterns: Within New York, among individuals aged 15 years and older with income, there were 2.83 million men and 3.03 million women in the workforce. Among them, 1.56 million men were engaged in full-time, year-round employment, while 1.35 million women were in full-time, year-round roles.
• Annual income under $24,999: Of the male population working full-time, 7.57% fell within the income range of under $24,999, while 9.05% of the female population working full-time was represented in the same income bracket.
• Annual income above $100,000: 33.08% of men in full-time roles earned incomes exceeding $100,000, while 27.31% 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)

https://i.neilsberg.com/ch/new-york-ny-income-distribution-by-gender-and-employment-type.jpeg" alt="New York, NY gender and employment-based income distribution analysis (Ages 15+)">

Content

When available, the data consists of estimates from the U.S. Census Bureau American Community Survey (ACS) 2022 1-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 New York median household income by gender. You can refer the same here

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

Key observations

• Employment patterns: Within Washington, among individuals aged 15 years and older with income, there were 237,897 men and 270.56 thousand women in the workforce. Among them, 143,170 men were engaged in full-time, year-round employment, while 152,580 women were in full-time, year-round roles.
• Annual income under $24,999: Of the male population working full-time, 1.84% fell within the income range of under $24,999, while 4.44% of the female population working full-time was represented in the same income bracket.
• Annual income above $100,000: 54.31% of men in full-time roles earned incomes exceeding $100,000, while 41.58% 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)

https://i.neilsberg.com/ch/washington-dc-income-distribution-by-gender-and-employment-type.jpeg" alt="Washington, DC gender and employment-based income distribution analysis (Ages 15+)">

Content

When available, the data consists of estimates from the U.S. Census Bureau American Community Survey (ACS) 2022 1-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 Washington median household income by gender. You can refer the same here

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

Key observations

• Employment patterns: Within Springfield, among individuals aged 15 years and older with income, there were 37,411 men and 44,950 women in the workforce. Among them, 19,032 men were engaged in full-time, year-round employment, while 18,506 women were in full-time, year-round roles.
• Annual income under $24,999: Of the male population working full-time, 5.73% fell within the income range of under $24,999, while 7.41% of the female population working full-time was represented in the same income bracket.
• Annual income above $100,000: 21.41% of men in full-time roles earned incomes exceeding $100,000, while 15.87% 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)

https://i.neilsberg.com/ch/springfield-il-income-distribution-by-gender-and-employment-type.jpeg" alt="Springfield, IL gender and employment-based income distribution analysis (Ages 15+)">

Content

When available, the data consists of estimates from the U.S. Census Bureau American Community Survey (ACS) 2022 1-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 Springfield median household income by gender. You can refer the same here

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

Key observations

• Employment patterns: Within Marin County, among individuals aged 15 years and older with income, there were 95,173 men and 98,285 women in the workforce. Among them, 45,887 men were engaged in full-time, year-round employment, while 35,180 women were in full-time, year-round roles.
• Annual income under $24,999: Of the male population working full-time, 4.92% fell within the income range of under $24,999, while 6.34% of the female population working full-time was represented in the same income bracket.
• Annual income above $100,000: 59.86% of men in full-time roles earned incomes exceeding $100,000, while 47.73% 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)

https://i.neilsberg.com/ch/marin-county-ca-income-distribution-by-gender-and-employment-type.jpeg" alt="Marin County, CA gender and employment-based income distribution analysis (Ages 15+)">

Content

When available, the data consists of estimates from the U.S. Census Bureau American Community Survey (ACS) 2022 1-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 Marin County median household income by gender. You can refer the same here

The CYI Survey invites employees to voluntarily disclose how they self-identify based on questions related to Indigenous identity, Black identity, gender, race/ethnicity, sexual orientation and if they identify as a person with a disability. The data displays the diversity within the workforce at the City of Toronto. The goal of the survey is to track progress towards realizing the City's Motto "Diversity Our Strength", and to continuously monitor and socialize diversity data across the City, in order to help inform decision-making and address gaps in representation across all levels at the City. About the Datasets The following datasets were collected through the City's CYI Workforce survey between 2013 and 2024. The data has been reported in aggregate formats that do not allow for the identification of individual employees. First Nations, Inuit, and Metis Data The City is working with an external working group of First Nations, Inuit, and Métis (FNIM) advisors to develop a framework for the collection and use of FNIM data. While this framework is in development, Indigenous data from CYI surveys conducted in 2022, 2023, and 2024 will not be made available until Ownership, Control, Access, and Possession (OCAP) and United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP) principles have been applied. However, Indigenous data from 2018, 2019, 2020 and 2021 is still available. For questions related to the implications or considerations of the framework’s development, please contact dataequity@toronto.ca

In fiscal year 2023, more than half of the professional workforce at Deloitte in the United States were white. Percentage-wise, this is a decrease in the number of white employees from 2022. Asian employees made up the next largest demographic in between 2022 and 2023. Representation of all non-white demographics increased between 2021 and 2023.

Diversity Management Division: In FY 2022, ODCR collaborated with OHC and the Office of Leadership and Career Development to train 3,077, or 98%, of its managers and supervisors on the Diversity, Equity, Inclusion, and Accessibility (DEIA) Strategic Plan; reasonable accommodation and workplace flexibilities; legal reviews; alternative dispute resolution and mediation; and special hiring authorities and developmental opportunities. This resulted in a 16% increase in trained managers and supervisors. Additionally, ODCR also addressed anti-harassment claims requests for reasonable accommodation in the workplace.