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.

Employee demographic data produced by City of Long Beach Human Resources Department.

As of January 2024, the majority of Google employees worldwide, almost 66 percent, were male. The distribution of male and female employees at Google hasn’t seen a big change over the recent years. In 2014 the share of female employees at Google was 30.6 percent. In 2021 this number has increased by only 3 percent. Considering that the total number of Google employees increased greatly between the years 2007 and 2020, the female quota among the employees had seen rather a small increase. Google as a company Google is a diverse internet company that provides a wide range of digital products and services. In 2022, the company’s global revenue was over 279 billion U.S. dollars. Most of its revenue, around 305 billion U.S. dollars, was from advertising. Among its services, the most popular ones are YouTube and Google Play. Male and female employees at tech companies Google is not the only tech company with a lower number of female employees. This pattern can be seen in other big tech companies too. In 2019, in a ranking of 20 leading tech companies worldwide, only 23andMe had more than a 50 percent share of female employees. The majority of tech companies in the ranking have far more male than female employees.

CMPD is the largest metropolitan police department between Atlanta, GA and Washington, DC. The department consists of over 1,850 sworn and 400 non-sworn personnel committed to providing the best services possible to the residents and guests of Charlotte-Mecklenburg. We believe the department should be reflective demographically of the community we serve. We are continually striving to achieve this through recruiting efforts.

Data on County employee demographics and job categories and functions as defined by the Equal Employment Opportunity Commission. More information about the job categories and functions can be found in Appendix 2 and Section 5C at the following link: https://eeocdata.org/EEO4/howto/instructionbooklet

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.

** The data set is no longer being updated.Human Resources provides efficient, high quality, customer-oriented personnel services to Metro Government employees, city agencies and those seeking employment consistent with legal mandates.

The Synthetic Employee Attrition Dataset is a simulated dataset designed for the analysis and prediction of employee attrition. It contains detailed information about various aspects of an employee's profile, including demographics, job-related features, and personal circumstances.

The dataset comprises 74,498 samples, split into training and testing sets to facilitate model development and evaluation. Each record includes a unique Employee ID and features that influence employee attrition. The goal is to understand the factors contributing to attrition and develop predictive models to identify at-risk employees.

This dataset is ideal for HR analytics, machine learning model development, and demonstrating advanced data analysis techniques. It provides a comprehensive and realistic view of the factors affecting employee retention, making it a valuable resource for researchers and practitioners in the field of human resources and organizational development.

FEATURES:

Employee ID: A unique identifier assigned to each employee. Age: The age of the employee, ranging from 18 to 60 years. Gender: The gender of the employee Years at Company: The number of years the employee has been working at the company. Monthly Income: The monthly salary of the employee, in dollars. Job Role: The department or role the employee works in, encoded into categories such as Finance, Healthcare, Technology, Education, and Media. Work-Life Balance: The employee's perceived balance between work and personal life, (Poor, Below Average, Good, Excellent) Job Satisfaction: The employee's satisfaction with their job: (Very Low, Low, Medium, High) Performance Rating: The employee's performance rating: (Low, Below Average, Average, High) Number of Promotions: The total number of promotions the employee has received. Distance from Home: The distance between the employee's home and workplace, in miles. Education Level: The highest education level attained by the employee: (High School, Associate Degree, Bachelor’s Degree, Master’s Degree, PhD) Marital Status: The marital status of the employee: (Divorced, Married, Single) Job Level: The job level of the employee: (Entry, Mid, Senior) Company Size: The size of the company the employee works for: (Small,Medium,Large) Company Tenure: The total number of years the employee has been working in the industry. Remote Work: Whether the employee works remotely: (Yes or No) Leadership Opportunities: Whether the employee has leadership opportunities: (Yes or No) Innovation Opportunities: Whether the employee has opportunities for innovation: (Yes or No) Company Reputation: The employee's perception of the company's reputation: (Very Poor, Poor,Good, Excellent) Employee Recognition: The level of recognition the employee receives:(Very Low, Low, Medium, High)

Attrition: Whether the employee has left the company, encoded as 0 (stayed) and 1 (Left).

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

Age groups of residents in the City of Mesa.

The source of Employee Demographic data is an employee self-reported system in our City of Asheville ERP software (Tyler Technology - Munis). Employees self-identify for Race and Ethnicity.

The resources in this dataset contain demographic information for the Oklahoma state government workforce. The resources present data from the current fiscal year along with demographic trends over time. The data can be used for workforce planning purposes.

Historical Employment Statistics 1990 - current. The Current Employment Statistics (CES) more information program provides the most current estimates of nonfarm employment, hours, and earnings data by industry (place of work) for the nation as a whole, all states, and most major metropolitan areas. The CES survey is a federal-state cooperative endeavor in which states develop state and sub-state data using concepts, definitions, and technical procedures prescribed by the Bureau of Labor Statistics (BLS). Estimates produced by the CES program include both full- and part-time jobs. Excluded are self-employment, as well as agricultural and domestic positions. In Connecticut, more than 4,000 employers are surveyed each month to determine the number of the jobs in the State. For more information please visit us at http://www1.ctdol.state.ct.us/lmi/ces/default.asp.

The dataset provides the number of workers with taxable earnings for Medicare Part A (Hospital Insurance) by employment type, county, state of residence and gender of workers, their eligible earnings for taxation and by the state of residence, gender and the age of workers.

A data-driven review of employee retention and turnover in 2024–2025 with benchmarks, industry comparisons, drivers of quits, and actionable retention levers.

Displaced Workers: Provides data on workers who lost a job in the last 3 years due to plant closing, shift elimination, or other work-related reason. Job Tenure: Provides data that will measure an individual's tenure with his/her current employer and in his/her current occupation.

Association between intervention and uptake of HWB initiatives by demographic groups at endline.

A data set of all employees that have previously worked for, currently work for, or who were offered employment by the Town of Gilbert highlighting demographics. This data set contains the following information for each individual. Names and any identifiable information have been removed from this data set.ID - A unique identifier for each record. This ID is not the employee ID of the individual.Department - The department that the individual works in and is assigned to in the organization.Division - The division within the main department in which the individual works and is assigned to.Organization - The internal organization or work group in which the individual works.Active Status Code - Whether the individual is currently active in the organization. An inactive employee may have previously been employed by Gilbert or may have been offered employment but never hired. Inactive employees are listed as "I" and active employees are listed as "A".Gilbert Resident - Whether the individual's primary residence is in Gilbert. Gilbert residents are listed as "Y" while all others are listed simply as "N".Employee Status - The type of position and status of the individual. Possible options for Employee Status include "Elected", "Full Time Sworn", "Full Time Non-Sworn", "Limited Term", "Part Time 0.5 Non-Benefited", "Part Time 0.75 Benefited", and "Seasonal".Degree Code - The highest level of educational degree attained by the individual. Options are "Associate", "Bachelor's", "Doctorate", "Elementary", "GED", "High School", "Juris Doctor", "Master's", "Master of Laws" or blank (if the individual chose not to respond)."Ethnicity" - The self-identified race or ethnicity of the individual. Possible choices are "Asian", "Black", "Hispanic", "Native American", "Other", "White", or "N/A" (if the individual was offered employment but never hired). Gilbert does not currently differentiate race from ethnicity when hiring.Age Group - The age group to which the individual belongs. Age groups include "Under 18", "18-24", "25-34", "35-44", "45-54", "55-64", "65+", and "N/A" (if the individual was offered employment but never hired).Gender - The self-identified gender of the individual. Genders in the data include "Female", "Male", and "N/A" (if the individual was offered employment but never hired).This data set is updated on the 15th of every month and the last day of every month.

In 2021, ** percent of employees from a global survey want flexible remote work options to stay post-pandemic. As businesses around the world sent their employees into home office and remote work setups during the 2020 COVID-19 pandemic, both employees and employers have become accustomed to this new work situation. As a result, they appreciate the positive aspects and would like to retain them in the future.

This layer shows employment data in Tucson by neighborhood, aggregated from block level data for 2019. For questions, contact GIS_IT@tucsonaz.gov. The data shown is from Esri's 2019 Updated Demographic estimates.Esri's U.S. Updated Demographic (2019/2024) 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. 2019/2024 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.