This web map summarizes racial and ethnic diversity in the United States. 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). The diversity score for the entire United States in 2010 is 60. This data variable is included in Esri’s Updated Demographics (2010/2015). Diversity in the U.S. population is increasing. The states with the most diverse populations are California, Hawaii, and New Mexico. This map shows Esri's 2010 estimates using Census 2000 geographies. The geography depicts States at greater than 25m scale, Counties at 1m to 25m scale, Census Tracts at 250k to 1m scale, and Census Block Groups at less than 250k scale.Esri's Updated Demographics (2010/2015) – Population, age, income, sex, and race are among the variables included in the database. Each year, Esri's data development team employs its proven methodologies to update more than 2,000 demographic variables for a variety of geographies. See Updated Demographics for more information. Information about the USA Diversity Index map service used in this map is here.

In 2024, white Americans remained the largest racial group in the United States, numbering just over 254 million. Black Americans followed at nearly 47 million, with Asians totaling around 23 million. Hispanic residents, of any race, constituted the nation’s largest ethnic minority. Despite falling fertility, the U.S. population continues to edge upward and is expected to reach 342 million in 2025. International migrations driving population growth The United States’s population growth now hinges on immigration. Fertility rates have long been in decline, falling well below the replacement rate of 2.1. On the other hand, international migration stepped in to add some 2.8 million new arrivals to the national total that year. Changing demographics and migration patterns Looking ahead, the U.S. population is projected to grow increasingly diverse. By 2060, the Hispanic population is expected to grow to 27 percent of the total population. Likewise, African Americans will remain the largest racial minority at just under 15 percent.

This layer summarizes racial and ethnic diversity in the United States. 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).The data shown is from Esri's 2020 Updated Demographic estimates using Census 2010 geographies. The map adds increasing level of detail as you zoom in, from state, to county, to ZIP Code, to tract, to block group data. Esri's U.S. Updated Demographic (2020/2025) Data: Population, age, income, sex, race, home value, and marital status are among the variables included in the database. Each year, Esri's Data Development team employs its proven methodologies to update more than 2,000 demographic variables for a variety of U.S. geographies.Additional Esri Resources:Esri DemographicsU.S. 2020/2025 Esri Updated DemographicsEssential demographic vocabularyPermitted use of this data is covered in the DATA section of the Esri Master Agreement (E204CW) and these supplemental terms.

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.

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.

Ethnic minorities were more likely to be in favor of racially diversifying adverts in the United States, a survey from June 2020 found. The African American demographic was most in favor of change, with 65 percent of respondents in saying they would like to see more racial diversity in ads. The same was true for 49 percent of Hispanics in the country.

Context: Diversity of United States Counties

Content: Diversity Index of Every US County using the Simpson Diversity Index: D = 1 - ∑(n/N)^2 (where n = number of people of a given race and N is the total number of people of all races, to get the probability of randomly selecting two people and getting two people of different races (ecological entropy))

In 2023, half of Generation Z in the United States were white. In comparison, 48 percent of Gen Alpha were white in that year, making it the first generation that does not have a majority white population in the United States.

Between 2010 and 2021, the race that held the most data entry clerk positions in the United States were those from a white background. In 2021, those from a Hispanic or Latino background held almost ** percent of these positions.

Bank of America's workforce has undergone a significant shift in racial diversity over the past six years. The share of white employees decreased from **** percent in 2019 to **** percent in 2024, marking a notable change in the company's demographic composition. Meanwhile, the representation of Hispanic, Asian, and Black racial groups grew steadily. The second-largest racial group in the observed period was Hispanic, whose share increased from **** to **** percent.

This map is designed to work in the new ArcGIS Online Map Viewer. Open in Map Viewer to view map. What does this map show?This map shows the population in the US by race. The map shows this pattern nationwide for states, counties, and tracts. Open the map in the new ArcGIS Online Map Viewer Beta to see the dot density pattern. What is dot density?The density is visualized by randomly placing one dot per a given value for the desired attribute. Unlike choropleth visualizations, dot density can be mapped using total counts since the size of the polygon plays a significant role in the perceived density of the attribute.Where is the data from?The data in this map comes from the most current American Community Survey (ACS) from the U.S. Census Bureau. Table B03002. The layer being used if updated with the most current data each year when the Census releases new estimates. The layer can be found in ArcGIS Living Atlas of the World: ACS Race and Hispanic Origin Variables - Boundaries.What questions does this map answer?Where do people of different races live?Do people of a similar race live close to people of their own race?Which cities have a diverse range of different races? Less diverse?

Diversity in Tech Statistics: In today's tech-driven world, discussions about diversity in the technology sector have gained significant traction. Recent statistics shed light on the disparities and opportunities within this industry. According to data from various sources, including reports from leading tech companies and diversity advocacy groups, the lack of diversity remains a prominent issue. For example, studies reveal that only 25% of computing jobs in the United States are held by women, while Black and Hispanic individuals make up just 9% of the tech workforce combined. Additionally, research indicates that LGBTQ+ individuals are underrepresented in tech, with only 2.3% of tech workers identifying as LGBTQ+. Despite these challenges, there are promising signs of progress. Companies are increasingly recognizing the importance of diversity and inclusion initiatives, with some allocating significant resources to address these issues. For instance, tech giants like Google and Microsoft have committed millions of USD to diversity programs aimed at recruiting and retaining underrepresented talent. As discussions surrounding diversity in tech continue to evolve, understanding the statistical landscape is crucial in fostering meaningful change and creating a more inclusive industry for all. Editor’s Choice In 2021, 7.9% of the US labor force was employed in technology. Women hold only 26.7% of tech employment, while men hold 73.3% of these positions. White Americans hold 62.5% of the positions in the US tech sector. Asian Americans account for 20% of jobs, Latinx Americans 8%, and Black Americans 7%. 83.3% of tech executives in the US are white. Black Americans comprised 14% of the population in 2019 but held only 7% of tech employment. For the same position, at the same business, and with the same experience, women in tech are typically paid 3% less than men. The high-tech sector employs more men (64% against 52%), Asian Americans (14% compared to 5.8%), and white people (68.5% versus 63.5%) compared to other industries. The tech industry is urged to prioritize inclusion when hiring, mentoring, and retaining employees to bridge the digital skills gap. Black professionals only account for 4% of all tech workers despite being 13% of the US workforce. Hispanic professionals hold just 8% of all STEM jobs despite being 17% of the national workforce. Only 22% of workers in tech are ethnic minorities. Gender diversity in tech is low, with just 26% of jobs in computer-related sectors occupied by women. Companies with diverse teams have higher profitability, with those in the top quartile for gender diversity being 25% more likely to have above-average profitability. Every month, the tech industry adds about 9,600 jobs to the U.S. economy. Between May 2009 and May 2015, over 800,000 net STEM jobs were added to the U.S. economy. STEM jobs are expected to grow by another 8.9% between 2015 and 2024. The percentage of black and Hispanic employees at major tech companies is very low, making up just one to three percent of the tech workforce. Tech hiring relies heavily on poaching and incentives, creating an unsustainable ecosystem ripe for disruption. Recruiters have a significant role in disrupting the hiring process to support diversity and inclusion. You May Also Like To Read Outsourcing Statistics Digital Transformation Statistics Internet of Things Statistics Computer Vision Statistics

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.

Emergency medical services (EMS) workforce demographics in the United States do not reflect the diversity of the population served. Despite some efforts by professional organizations to create a more representative workforce, little has changed in the last decade. This scoping review aims to summarize existing literature on the demographic composition, recruitment, retention, and workplace experience of underrepresented groups within EMS. Peer-reviewed studies were obtained from a search of PubMed, CINAHL, Web of Science, ProQuest Thesis and Dissertations, and non-peer-reviewed (“gray”) literature from 1960 to present. Abstracts and included full-text articles were screened by two independent reviewers trained on inclusion/exclusion criteria. Studies were included if they pertained to the demographics, training, hiring, retention, promotion, compensation, or workplace experience of underrepresented groups in United States EMS by race, ethnicity, sexual orientation, or gender. Studies of non-EMS fire department activities were excluded. Disputes were resolved by two authors. A single reviewer screened the gray literature. Data extraction was performed using a standardized electronic form. Results were summarized qualitatively. We identified 87 relevant full-text articles from the peer-reviewed literature and 250 items of gray literature. Primary themes emerging from peer-reviewed literature included workplace experience (n = 48), demographics (n = 12), workforce entry and exit (n = 8), education and testing (n = 7), compensation and benefits (n = 5), and leadership, mentorship, and promotion (n = 4). Most articles focused on sex/gender comparisons (65/87, 75%), followed by race/ethnicity comparisons (42/87, 48%). Few articles examined sexual orientation (3/87, 3%). One study focused on telecommunicators and three included EMS physicians. Most studies (n = 60, 69%) were published in the last decade. In the gray literature, media articles (216/250, 86%) demonstrated significant industry discourse surrounding these primary themes. Existing EMS workforce research demonstrates continued underrepresentation of women and nonwhite personnel. Additionally, these studies raise concerns for pervasive negative workplace experiences including sexual harassment and factors that negatively affect recruitment and retention, including bias in candidate testing, a gender pay gap, and unequal promotion opportunities. Additional research is needed to elucidate recruitment and retention program efficacy, the demographic composition of EMS leadership, and the prevalence of racial harassment and discrimination in this workforce.

United States Census geometries with population statistics by race with numerical attributes for Santa Clara County. The diversity index for Santa Clara County ranges from; 0.53 to 1.44 (tract level), 0.41 to 1.46 (blockgroup) and 0 to 1.58 (block) and is calculated using the Shannon-Wiener Diversity Index. The higher the number, the more diversity. U.S. Census racial/ethnic classiifications in this diversity index are White, Hispanic, Asian & Black. The closer the color is to grey (i.e. equal proportions) the more diversity. Each major racial/ethnic group has an assigned color representing the population concentration. The more intense the color, the higher the concentration. Urban/Low Population Census Tracts: Cenus Tracts which meet the following definition (as promulgated by the U.S. Census Bureau for Initial Urban Core Census Tract Unit Analysis); greater than 3 square miles and, if contiguous to these areas, having less than 500 persons per square mile have been classified as Rural/Low Population Census Tracts.

A survey exploring the need for news organizations in the United States to hire staff in order to increase diversity found the most important area to be representation of race or ethnicity. Racial representation in news organizations was the priority for respondents of Black ethnicity over political views, income, age, or gender, with 60 percent believing there to be a need for more racial diversity. By comparison, just 27 percent of White respondents said the same, instead focusing on the need for diversity of political views, with 35 percent citing variance of political opinion to be important.

More than 39 million people and 14.2 million households span more than 163,000 square miles of Californian’s urban, suburban and rural communities. California has the fifth largest economy in the world and is the most populous state in the nation, with nation-leading diversity in race, ethnicity, language and socioeconomic conditions. These characteristics make California amazingly unique amongst all 50 states, but also present significant challenges to counting every person and every household, no matter the census year. A complete and accurate count of a state’s population in a decennial census is essential. The results of the 2020 Census will inform decisions about allocating hundreds of billions of dollars in federal funding to communities across the country for hospitals, fire departments, school lunch programs and other critical programs and services. The data collected by the United States Census Bureau (referred hereafter as U.S. Census Bureau) also determines the number of seats each state has in the U.S. House of Representatives and will be used to redraw State Assembly and Senate boundaries. California launched a comprehensive Complete Count Census 2020 Campaign (referred to hereafter as the Campaign) to support an accurate and complete count of Californians in the 2020 Census. Due to the state’s unique diversity and with insights from past censuses, the Campaign placed special emphasis on the hardest-tocount Californians and those least likely to participate in the census. The California Complete Count – Census 2020 Office (referred to hereafter as the Census Office) coordinated the State’s operations to complement work done nationally by the U.S. Census Bureau to reach those households most likely to be missed because of barriers, operational or motivational, preventing people from filling out the census. The Campaign, which began in 2017, included key phases, titled Educate, Motivate and Activate. Each of these phases were designed to make sure all Californians knew about the census, how to respond, their information was safe and their participation would help their communities for the next 10 years.

Systematically quantifying diversity across landscapes is necessary to understand how clade history and ecological heterogeneity contribute to the origin, distribution, and maintenance of biodiversity. Here, we chart the spatial structure of diversity among all species in the sedge family (Cyperaceae) throughout the USA and Canada. We first identify areas of remarkable species richness, phylogenetic diversity, and functional trait diversity, and highlight regions of conservation priority. We then test predictions about the spatial structure of this diversity based on the historical biogeography of the family. Incorporating a phylogeny, over 400,000 herbarium records, and a database of functional traits mined from online floras, we find that species richness and functional trait diversity peak in the Northeastern USA, while phylogenetic diversity peaks along the Gulf of Mexico. Floristic turnover among assemblages increases significantly with distance, but phylogenetic turnover is twice as rapid along latitudinal gradients as along longitudinal gradients. These patterns reflect the expected distribution of Cyperaceae, which originated in the tropics but radiated in temperate regions. We identify assemblages with an abundance of rare, range-restricted lineages, and assemblages composed of species generally lacking from diverse regions. We argue that both of these metrics are useful for developing targeted conservation strategies. We use the data generated here to establish future research priorities, including the testing of a series of hypotheses regarding the distribution of chromosome numbers, photosynthetic pathways, and resource partitioning in sedges.

Demographic information on special programs in K-8 schools

Context

There has been a lot of discussion of the ways in which the workforce for Silicon Valley tech companies differs from that of the United States as a whole. In particular, a lot of evidence suggests that tech workers (who tend to be more highly paid than workers in many other professions) are more likely to be white and male. This dataset will allow you to investigate the demographics for 23 Silicon Valley tech companies for yourself.

Updates!

NEW June 2018: The spreadsheet Distributions_data_2016.csv contains workforce distributions by job category and race for 177 of the largest tech companies headquartered in Silicon Valley.

Each figure in the dataset represents the percentage of each job category that is made up of employees with a given race/gender combination, and are based on each company's EEO-1 report.

This dataset was created through a unique collaboration with the Center for Employment Equity and Reveal. The equity center provided Reveal with anonymized data for 177 large companies, and Reveal identified companies that have publicly released their data in this anonymized dataset. The equity center and Reveal analyzed the data independently.

For more information on the data, read our post here.

The spreadsheet Reveal_EEO1_for_2016.csv has been updated to include EEO-1s from companies PayPal, NetApp and Sanmina for 2016. The race and job categories have been modified to ensure consistency across all the datasets.

NEW April 2018: The spreadsheet Tech_sector_diversity_demographics_2016.csv contains aggregated diversity data for 177 large Silicon Valley tech companies. We calculated averages for the largest race and gender groups across job categories. For information on the aggregated data, read our post here.

This repository also contains EEO-1 reports filed by Silicon Valley tech companies. Please read our complete methodology for details on this data.

The data was compiled by Reveal from The Center for Investigative Reporting.

Contents

This database contains EEO-1 reports filed by Silicon Valley tech companies. It was compiled by Reveal from The Center for Investigative Reporting.

There are six columns in this dataset:

• company: Company name
• year: For now, 2016 only
• race: Possible values: "American_Indian_Alaskan_Native", "Asian", "Black_or_African_American", "Latino", "Native_Hawaiian_or_Pacific_Islander", "Two_or_more_races", "White", "Overall_totals"
• gender: Possible values: "male", "female". Non-binary gender is not counted in EEO-1 reports.
• job_category: Possible values: "Administrative support", "Craft workers", "Executive/Senior officials & Mgrs", "First/Mid officials & Mgrs", "laborers and helpers", "operatives", "Professionals", "Sales workers", "Service workers", "Technicians", "Previous_totals", "Totals"
• count: Mostly integer values, but contains "na" for a no-data variable.

Acknowledgements:

The EEO-1 database is licensed under the Open Database License (ODbL) by Reveal from The Center for Investigative Reporting.

You are free to copy, distribute, transmit and adapt the spreadsheet, so long as you:

• credit Reveal (including this link if it’s distributed online);
• inform Reveal that you are using the data in your work by emailing Sinduja Rangarajan at srangarajan@revealnews.org; and
• offer any new work under the same license.

Inspiration:

• How does each company’s workforce compare to the United States population as a whole? You can find county level diversity information here.
• Which company is the most diverse? Least diverse?