This transformed view of Employee Demographics - Public dataset counts the number of and percentage of city employees by race as self-reported by employee based on EEOC classification. This information is used by "City Employee vs. Community Demographics dataset" at https://citydata.mesaaz.gov/Economic-Development/Chart-Data-for-City-Employee-vs-Community-Demograp/bt2n-zimw

The Agency Report Table aggregates pay and employment characteristics in accordance with the requirements of Local Law 18 of 2019. The Table is a point-in-time snapshot of employees who were either active or on temporary leave (parental leave, military leave, illness, etc.) as of December 31st of each year the data is available (see Column "Data Year"). In addition, the Table contains snapshot data of active employees in seasonal titles as of June 30th. To protect the privacy of employees, the sign “<5” is used instead of the actual number for groups of less than five (5) employees, in accordance with the Citywide Privacy Protection Policies and Protocols. The Pay and Demographics Report, and the list of agencies included is available on the MODA Open Source Analytics Library: https://modaprojects.cityofnewyork.us/local-law-18/

Each row represents a group of employees with a common agency, EEO-4 Job Category, pay band, employee status and demographic attributes, which include race, ethnicity and gender.

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/who-we-are/organization/independent-offices/office-civil-rights/md-715-reports. The original data source is the system National Finance Center Insight owned by the Treasury Department. This dataset reports demographic data for the USAID workforce for fiscal year 2021.

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.

This dataset contains current and historical demographic data on Google's workforce since the company began publishing diversity data in 2014. It includes data collected for government reporting and voluntary employee self-identification globally relating to hiring, retention, and representation categorized by race, gender, sexual orientation, gender identity, disability status, and military status. In some instances, the data is limited due to various government policies around the world and the desire to protect Googler confidentiality. All data in this dataset will be updated yearly upon publication of Google’s Diversity Annual Report . Google uses this data to inform its diversity, equity, and inclusion work. More information on our methodology can be found in the Diversity Annual Report. This public dataset is hosted in Google BigQuery and is included in BigQuery's 1TB/mo of free tier processing. This means that each user receives 1TB of free BigQuery processing every month, which can be used to run queries on this public dataset. Watch this short video to learn how to get started quickly using BigQuery to access public datasets. What is BigQuery .

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.

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.

The Agency Report Table aggregates pay and employment characteristics in accordance with the requirements of Local Law 18 of 2019. The Table is a point-in-time snapshot of employees who were either active or on temporary leave (parental leave, military leave, illness, etc.) as of December 31st of each year the data is available (see Column "Data Year"). In addition, the Table contains snapshot data of active employees in seasonal titles as of June 30th. To protect the privacy of employees, the sign “<5” is used instead of the actual number for groups of less than five (5) employees, in accordance with the Citywide Privacy Protection Policies and Protocols. The Pay and Demographics Report, and the list of agencies included is available on the MODA Open Source Analytics Library: https://modaprojects.cityofnewyork.us/local-law-18/

Each row represents a group of employees with a common agency, EEO-4 Job Category, pay band, employee status and demographic attributes, which include race, ethnicity and gender.

The dataset highlights key OPS workforce demographics extracted from the OPS payroll reporting system (WIN), including:

• OPS size
• Age and tenure
• Annual sick leave credit usage
• OPS salaries
• OPS compensation data by gender

A data dictionary is included to define all workforce demographics, metrics and limitations.

This data has been released due to the demand expressed through a public vote to determine which datasets the Government of Ontario should publish. This was the fourth most voted on dataset out of a pool of approximately 1000 entries.

The Data in this report is as of March 31, 2025, unless otherwise indicated.

*[WIN]: Workforce Information Network *[OPS]: Ontario Public Service

The data for this report is derived from PeopleSoft Reporting, which includes the following fields, with one row per current active employee: Annual Rate Department ID Ethnic Group Full/Part Time Status Gender Job Title Reg/Temp Status Rehire Date

This dataset provides detailed, flat-structured information on workforce composition for Diversity, Equity, and Inclusion (DEI) analytics. It captures employee demographics, employment status, roles, and reporting relationships, enabling organizations to benchmark and monitor DEI metrics across gender, ethnicity, age, and other key attributes. Ideal for HR analytics, compliance reporting, and strategic workforce planning.

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.

This dataset is provided by the department of Human Resources (HR) which details each City of Saint Paul department's or office's total workforce by race, gender, disability within E.E.O job groups.

Annually, the San Francisco Health Service System (SFHSS) publishes a demographic report of its membership. SFHSS administers comprehensive health benefits for employees and retirees from the City and County of San Francisco (CCSF), San Francisco Unified School District (SFUSD), City College of San Francisco (SFCCD), and the Superior Court of San Francisco (CRT), as well as their eligible dependents.

This dataset provides comprehensive, employee-level workforce diversity metrics, including demographic details, job roles, participation in inclusion programs, and career progression indicators. It enables HR teams to monitor representation, identify diversity gaps, and evaluate the effectiveness of targeted initiatives across departments and locations. The dataset supports compliance reporting, strategic planning, and in-depth diversity and inclusion analytics.

In 2023, the racial group with the lowest representation working for Deloitte were Native Hawaiians and other Pacific Islanders. The majority of employees working for Deloitte in 2023 were white. With social pressure continuing to grow on some of the world’s largest companies to publish diversity and inclusion reports for each fiscal year, Deloitte has continued to be relatively transparent with its company findings. In fiscal year 2022, Deloitte had a total professional workforce of over ****** employees in the United States, with roughly sixty percent of those coming from a white racial background. This fell to just over ** percent for fiscal year 2022, whereas the share of Black employees increased by *** percent in this period.

Deloitte’s professional workforce

Deloitte is the largest accounting and consulting firm in the world, with both the highest revenue of any of the Big Four, as well as the largest professional workforce. Deloitte has attempted to broaden its understanding of its workforce by adding further demographic categories to its United States 2022 diversity survey, including the MENA region appearing for the first time in their annual report.

Global presence, global firm

As well as Deloitte attempting to develop its diversity and inclusion quota within its ever-expanding workforce in the United States, the global presence of the firm has also been increasing steadily for over a decade. Outside of the Americas, where most of the Deloitte workforce are found, the EMEA region has the second highest number of Deloitte employees, with more than ******* working from these territories in fiscal year 2023.

The county and region of the workers are determined by the office to which they are assigned. Adult Protective Services (APS): APS Investigations employees protect people age 65 and older and adults with disabilities from abuse, neglect, and financial exploitation by investigating and providing or arranging for services necessary to alleviate or prevent further maltreatment. Child Protective Investigations (CPI/CCI): Counts the number of active CPI and CPS staff on the last day of the fiscal year by staff type and demographics. Child Care Investigations (CCI), which is a part of CPI and include Day Care Investigations (DCI) and Residential Child Care Investigations (RCCI) are only available from 2018 onward. This is due to the split of those job functions from Child Care Licensing, which was a part of DFPS until 2017, when it was transferred to the Health and Human Services Commission (HHSC). Statewide Intake (SWI): Statewide Intake (SWI) serves as the “front door to the front line” for all DFPS programs. As the central point of contact for reports of abuse, neglect and exploitation of vulnerable Texans. SWI staff are available 24 hours a day, 7 days per week, 365 days per year. Prior to FY2018, all SWI staff were located in the Austin area. Visit dfps.texas.gov for information on all DFPS programs

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

At the end of 2024, Alphabet had 183,323 full-time employees. Up until 2015, these figures were reported as Google employees. The alphabet was created through a corporate restructuring of Google in October 2015 and became the parent company of Google as well as several of its former subsidiaries, including Calico, X, CapitalG and Sidewalk Labs. Google’s popularity Google is one of the most famous internet companies in the world, and in May 2024, the most visited multi-platform website in the United States, with over 278 million U.S. unique visitors during that month alone. The California-based multinational internet company has been delivering digital products and services since its creation in 1996. Due to the popularity of its search engine, the verb “to google” has entered the everyday language and the Oxford Dictionary. In addition to that, the company has also crafted itself as one of the most desirable employers, largely due to the many perks it offers in its offices worldwide. Some of the most appealing aspects of working for Google according to its employees include readily available foods and drinks, good working conditions, and ample communal spaces for relaxing, as well as many health benefits and generous salaries. Google offices and employees As of February 2022, Google and Alphabet had more than 70 offices in over 200 cities throughout 50 around the globe, including Germany, Czechia, Finland, Canada, Mexico, Turkey, and New Zealand. The company’s headquarters, also known as “the Googleplex,” are located in Mountain View, California, while other office locations in American states include New York, Georgia, Texas, Washington D.C., and Massachusetts. As Alphabet, the company employs a total over 182 thousand full-time staff, in addition to many other temporary and internship positions. Per the most recent diversity report published in July 2021, most Google employees were male and only 34 percent were female – a figure that has barely changed since the company started reporting on the diversity of its employees in 2016. Furthermore, as of 2021, women occupied only 28.1 percent of leadership positions and 24.6 percent of tech positions. Although Google has regularly stated that the company is committed to promoting ethnic diversity among its personnel, some 54.4 percent of its U.S. employees are White and only 3.3 percent of employees are Black.

Graph and download economic data for Employment-Population Ratio (EMRATIO) from Jan 1948 to May 2025 about employment-population ratio, civilian, 16 years +, household survey, employment, population, and USA.