According to a survey conducted in 2023, 78 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 47 percent of employed adults who were White shared this belief.

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 53.2 percent in 2019 to 47.2 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 17.9 to 19.2 percent.

Explore demographic data on the Massachusetts executive branch workforce. Track our progress toward our goals to reflect the diversity of the people we serve, and to stand out as an employer of choice.

In financial year 2024, over 24 percent of employees at the National Grid were women, while 18.6 percent were ethnic minorities. The share of both women and that of ethnic minorities has been increasing at the National Grid over the indicated period.

The dataset contains estimates for the number of healthcare professionals in 15 different healthcare categories (e.g., Registered Nurse, Dentist, License Clinical Social Worker, etc.) based on completion of license renewal by Race/Ethnicity. There are two timeframes: all current licenses and recent licenses (since 2017). California population estimates are also included to provide a marker for each Race/Ethnicity. Each healthcare professional category can be compared across Race/Ethnicity groups and compared to statewide population estimates, so Race/Ethnicity shortages can be identified for each healthcare professional category. For instance, a notable difference between healthcare professional category and statewide population would indicate either underrepresentation or overrepresentation for that Race/Ethnicity, depending on the direction of the difference.

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The aim of this article was to assess the role of multigenerational diversity management on employee behavioural outcomes. This data intends to test all hypotheses in their null form: H1: Flexible leadership do not play any significant role in enhancing the quality of employee involvement in an organization. H2: Mentoring do not significantly affect citizenship behaviour in an organization. H3: Learning and development do not significantly determine the level of employee commitment in the organization. H4: Intergenerational Cooperation do not significantly influence turnover intentions in the organization. H5: Recognition do not significantly increase employee job satisfaction outcomes in the organization. A total of 290 copies of questionnaires were administered using stratified and simple random sampling techniques sampling method out of which 253 copies of the questionnaire were valid and functional for this research. The descriptive method of analysis was adopted, hypothesis was tested using linear regression. The data showed that flexible leadership has a significant effect on employee involvement, mentoring has a positive influence on organisational citizenship behaviours of employees, learning and development has a significant impact on employee commitment, intergenerational cooperation has no significant influence on turnover intentions, while, employee recognition impacts significantly on job satisfaction. Presented data are relevant to both employees, management, researchers and policy makers. The article recommends that management teams be more responsive to the complexities facing the 21st century multigenerational workforce through the implementation of multigenerational diversity management strategies in other to make work more inspiring.

Except for JPMorgan Chase, Citigroup, Capital One and Bank of America, the share of minority employees in the total U.S.-based workforce of the leading U.S. banks was less than 50 percent. Among the observed banks, JPMorgan Chase had the most diverse workforce, with 56 percent of the employees who self-identified were racial minorities. JPMorgan Chase was followed by Citigroup, where the share of people of color was approximately 53 percent. Capital One ranked third in terms of racial diversity. Here, the share of non-white employees in the U.S.-based workforce was 51.4 percent. The share was the lowest at PNC Financial Services, where approximately 38 percent of the workforce were non-white.

This dataset contains statistically weighted estimates of the Race & Ethnicity of 47 key health workforce professions actively licensed in California as of July 1st, 2023. These metrics can be compared by workforce category, license type, time since license issue date (in years), and CHIS region.

This data asset was created in response to House Report 117-401, which stated, "The Committee directs the USAID Administrator, in consultation with the Director of the Office of Personnel Management and the Director of the Office of Management and Budget, to submit a report to the appropriate congressional committees, not later than 180 days after enactment of this Act, on USAID's workforce data that includes disaggregated demographic data and other information regarding the diversity of the workforce of USAID. Such report shall include the following data to the maximum extent practicable and permissible by law: 1) demographic data of USAID workforce disaggregated by grade or grade-equivalent; 2) assessment of agency compliance with the Equal Employment Opportunity Commission Management Directive 715; and 3) data on the overall number of individuals who are part of the workforce, including all U.S. Direct Hires, personnel under personal services contracts, and Locally Employed staff at USAID. The report shall also be published on a publicly available website of USAID in a searchable database format." This data asset fulfills the final part of this requirement, to publish the data in a searchable database format. The data are compiled from USAID's 2021 MD-715 report, available at https://www.usaid.gov/reports/md-715. The original data source is the system National Finance Center Insight owned by the Treasury Department.

Behaviorally designed training leads to more diverse hiring

Overview

The program (Stata do-files) for “Behaviorally designed training leads to diversity hiring” by Arslan, Chang, Chilazi, Bohnet, and Hauser, published in Science (2025).

The program files run all the code to import raw data files (xlsx, csv), clean and generate the data (in dta format), prepare the data for the analysis, run the regression analyses, export output, and thus generate tables presented in the paper. The replicator should expect the code to run for up to 15 minutes.

Data Availability and Sharing

The organizational data used in this manuscript is of a proprietary nature. We, the authors of the manuscript, have legitimate access to and permission to use the data, but we are unable to make the data publicly available due to a strict data use agreement with our field partner (global telecommunications and engineering company).

Interested researchers are encouraged to contact MoreThanNow to have...

According to a survey conducted in 2024, over half of Americans believed that diversity, equity, and inclusion (DEI) efforts in the workplace generally helped Black women, Black men, and Hispanic women in the United States. A further 49 percent shared this same belief for Hispanic men. In contrast, only 14 percent said that DEI practices helped white men at work in that year.

Key Features of JobsPikr’s Canada Job Posting Data: Extensive Data Points: Our database covers a wide array of attributes for each job listing, including the date of posting, job title, employing company, company website, salary range, job location (remote or on-site), and geographic area. Flexible Delivery Options: Choose from a variety of data delivery methods to suit your specific needs. Rapid Data Delivery: We pride ourselves on having the fastest delivery frequency in the industry, ensuring you have timely access to job market data. Historical Data Since 2019: Our extensive historical coverage provides a rich dataset for analyzing market trends over time. Diverse Data Sources: We aggregate data from top job boards like Indeed, Glassdoor, LinkedIn, as well as direct listings from company websites, offering a comprehensive view of the job market. Geographic Coverage Across Major Canadian Regions: Our data spans the vast geography of Canada, encompassing both major urban centers and smaller regions.

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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.

Canada's rapidly changing demographic profile, along with its accompanying social and economic issues, has led to much discussion concerning the relationship between work, lifestyle and well-being. Gauging the quality of life at work can help diagnose issues relating to productivity, morale, efficiency and equity. Charting patterns of home and leisure activities can take the temperature of Canadian culture. Bringing these two together will provide insight on the health and well-being of Canadians as they meet the challenges of the future. The General Social Survey Program's new cycle,Canadians at Work and Home, takes a comprehensive look at the way Canadians live by incorporating the realms of work, home, leisure, and overall well-being into a single unit. Data users have expressed a strong interest in knowing more about the lifestyle behaviour of Canadians that impact their health and well-being both in the workplace and at home. The strength of this survey is its ability to take diverse information Canadians provide on various facets of life and combine them in ways not previously possible with surveys that covered one main topic only. The survey includes a multitude of themes. In the work sphere, it explores important topics such as work ethic, work intensity and distribution, compensation and employment benefits, work satisfaction and meaning, intercultural workplace relations, and bullying and harassment. On the home front, questions include family activity time, the division of labour and work-life balance. The survey also covers eating habits and nutritional awareness, the use of technology, sports and outdoor activities, and involvement in cultural activities. New-to-GSS questions on purpose in life, opportunities, life aspirations, outlook and resilience complement previously asked ones on subjective well-being, stress management and other socioeconomic variables. Within Canada, all levels of government, academics and not-for-profit organizations have expressed interest in the results. Data from this survey will assist with program and policy decisions and research of all kinds interested in exploring the workplace, home life and leisure activities of Canadians from all areas of life. In addition, some of the data from this survey will be comparable internationally.

Between 2020 and 2023, the total professional workforce of PwC in the United States had a majority of white employees. Those of an Asian background were the next most populous workforce, totaling approximately one-third of the white employment figures.