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.

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.

As of 2024, 7.5 percent of U.S. Google employees were of Hispanic or Latinx ethnicity. The biggest share of Google employees were white. Currently, more than four in ten Google employees were white, down from more than six in ten in 2014.

In 2024, 4.3 percent of U.S. Google leadership employees were of Latinx ethnicity. The majority of leadership employees, about six in ten, were white. Asian Google employees accounted for the second-largest group of employees in leadership positions.

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 .

In 2024, the share of female Google employees worldwide in leadership positions amounted to 32.8 percent. The majority of leadership employees were men. Overall, about two thirds of Google employees worldwide were male.

In the fiscal period that ended December 31, 2023, Google UK Limited's average number of employees was 7,442 employees. This was a slight increase compared to the previous reporting period ending December 31, 2022, where 7,005 individuals were reported to have had worked for the company in the UK.

Alphabet total employee count in 2024 was 183,323, a 0.45% increase from 2023. Alphabet total number of employees in 2023 was 182,502, a 4.06% decline from 2022. Alphabet total number of employees in 2022 was 190,234, a 21.56% increase from 2021. Alphabet total number of employees in 2021 was 156,500, a 15.67% increase from 2020.

This is a subset of ZoomInfo's full Company Data Cube of over 100m Companies worldwide of all shapes and sizes. Accurate and comprehensive commercial B2B data is foundational to an organization’s success. The next wave of top businesses are going to be built by organizations that embrace best-in-class external B2B data as a core part of their business strategy. With seamless access to the world’s best B2B data, drive your account-based strategy, augment your master data strategy, supplement your multi-vendor strategy, or run advanced analysis and modeling. ZoomInfo Data Cubes provide unlimited access to ZoomInfo data where you work, so you can build a reliable go-to-market data foundation to analyze, predict, and engage with the right accounts to drive revenue. Actualize your total addressable market, identify new opportunities for growth, build your account maps with linkages, prospect your buying committee, assign territories, predict look-alikes, share go-to-market insights, and more with holistic account intelligence needed for your sales and marketing needs. Not being data-driven risks suffering from disengaged audiences, missed opportunities, and lost revenue.瞭解詳情

In 2023, Amazon.com was the top-ranked internet company based on number of employees. The e-commerce giant reported a workforce of more than **** million employees. Amazon has consistently topped the ranking as the online company with the biggest workforce, but the global COVID-19 pandemic has widened the gap as e-commerce has boomed since. During the same period, Meta (formerly Facebook Inc.) had a total of ****** full-time employees. Additionally, Google's parent company Alphabet had ******* full-time workers in 2024.

The Quarterly Census of Employment and Wages (QCEW) program publishes a quarterly count of employment and wages reported by employers covering more than 95 percent of U.S. jobs, available at the county, MSA, state and national levels by industry. The dataset, hosted as part of the Cloud Public Datasets Program , gives county-level information on jobs and wages each quarter starting in 1990. The counties are identified by geoid which can easily be joined with both all FIPS codes or US county boundaries to unlock new insights within the data. Both of these datasets are available in BigQuery through the Cloud Public Datasets Cleaning and onboarding support for this dataset is provided by CARTO . 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 .

This is a subset of ZoomInfo's full Company Data Cube of over 100m Companies worldwide of all shapes and sizes. Accurate and comprehensive commercial B2B data is foundational to an organization’s success. The next wave of top businesses are going to be built by organizations that embrace best-in-class external B2B data as a core part of their business strategy. With seamless access to the world’s best B2B data, drive your account-based strategy, augment your master data strategy, supplement your multi-vendor strategy, or run advanced analysis and modeling. ZoomInfo Data Cubes provide unlimited access to ZoomInfo data where you work, so you can build a reliable go-to-market data foundation to analyze, predict, and engage with the right accounts to drive revenue. Actualize your total addressable market, identify new opportunities for growth, build your account maps with linkages, prospect your buying committee, assign territories, predict look-alikes, share go-to-market insights, and more with holistic account intelligence needed for your sales and marketing needs. Not being data-driven risks suffering from disengaged audiences, missed opportunities, and lost revenue.Dowiedz się więcej

The Workforce Analytics market is experiencing robust growth, fueled by the increasing need for organizations to optimize workforce performance, enhance employee engagement, and improve strategic decision-making. With a Compound Annual Growth Rate (CAGR) of 15.64% from 2019 to 2024, the market is projected to continue its upward trajectory, driven by factors such as the rising adoption of cloud-based solutions, the growing importance of data-driven insights in HR, and the increasing demand for talent optimization strategies. The market segmentation reveals a diverse landscape, with solutions encompassing talent acquisition, payroll, and performance monitoring; professional, managed, and cloud-based service delivery models; and a broad range of end-user industries including BFSI, manufacturing, IT & Telecom, healthcare, and retail. Large enterprises currently dominate the market share, but the increasing adoption of affordable and accessible solutions is driving growth amongst SMEs. Leading vendors like ADP, IBM, Oracle, and Workday are heavily invested in innovation and expansion, further contributing to the market's dynamic nature. The competitive landscape is characterized by both established players and emerging innovative companies. The market's future hinges on several key factors, including advancements in artificial intelligence (AI) and machine learning (ML) for predictive analytics, the integration of workforce analytics with other HR technologies, and the growing focus on data privacy and security. Addressing these factors will be crucial for sustained growth. Continued expansion into emerging economies and the increasing focus on improving employee experience through data-driven insights will also be major drivers shaping the future of this sector. The development of more sophisticated analytical tools capable of providing actionable insights will also play a significant role in shaping the market's future. Recent developments include: September 2022: ActivTrak partnered with Google Workspace to provide personal work insights that enable employees to improve their digital work habits and wellness. Customers can embed individual work metrics into their Google Workspace applications with ActivTrak for Google Workspace, giving employees immediate visibility to help them redesign their workday, protect focus time, and improve well-being., August 2022: ADP has launched Intelligent Self-Service, which assists employees with common issues before they need to contact their HR department for assistance. Based on an analysis of data from across ADP's ecosystem, the product employs predictive analytics and machine learning to predict which issues may arise.. Key drivers for this market are: Increasing Need to Make a Smarter a Decision About the Talent, Increasing Data in HR Departments related to Pay rolls, Recruitment. Potential restraints include: Increasing Need to Make a Smarter a Decision About the Talent, Increasing Data in HR Departments related to Pay rolls, Recruitment. Notable trends are: Performance Monitoring Offers Potential Growth.

This is the summation over all time of weekly data from the Google Analytics tag for the Open Data Portal at OpenData.fcgov.com. The only datasets included here are those with titles matching 'Fort Collins City Employee Earnings'.

Analytics shown are presumed to be non-City-employees, as these data come from computers external to the City network. Each day starting at the first day for which there are data is included, and the URL is either a specific page or "all", specifying that every page in the domain is included. Specific-page URLs are filtered to the main Portal page or data assets, so "all" may capture more pages than specified individually.

The size of the Workforce Analytics Industry market was valued at USD XX Million in 2023 and is projected to reach USD XXX Million by 2032, with an expected CAGR of 15.64% during the forecast period.Workforce analytics is the collection, analysis, and interpretation of data regarding an organization's workforce in order to make better decisions and optimize human capital. Advanced analytics techniques can be used by organizations to provide valuable insights into employee performance, engagement, productivity, and other key metrics.Workforce analytics helps the organization make fact-based decisions while acquiring, retaining, developing, and compensating talent. Then the patterns that could be applied to predict future workforce needs would help solve potential problems before they arise and optimize usage from historical data analysis. Workforce analytics further allows an organization to find potential talent, measure the ROI of training programs, and assess the effectiveness of the organizational change initiatives.Using the power of workforce analytics, organizations can make their workforce much more connected, productive, and effective in conducting businesses successfully. Recent developments include: September 2022: ActivTrak partnered with Google Workspace to provide personal work insights that enable employees to improve their digital work habits and wellness. Customers can embed individual work metrics into their Google Workspace applications with ActivTrak for Google Workspace, giving employees immediate visibility to help them redesign their workday, protect focus time, and improve well-being., August 2022: ADP has launched Intelligent Self-Service, which assists employees with common issues before they need to contact their HR department for assistance. Based on an analysis of data from across ADP's ecosystem, the product employs predictive analytics and machine learning to predict which issues may arise.. Key drivers for this market are: Increasing Need to Make a Smarter a Decision About the Talent, Increasing Data in HR Departments related to Pay rolls, Recruitment. Potential restraints include: Lack of Awareness About Workforce Analytics. Notable trends are: Performance Monitoring Offers Potential Growth.

This dataset contains raw, unprocessed data files pertaining to the management tool group focused on 'Talent & Employee Engagement', including concepts like Employee Engagement Surveys/Systems and Corporate Codes of Ethics. The data originates from five distinct sources, each reflecting different facets of the tool's prominence and usage over time. Files preserve the original metrics and temporal granularity before any comparative normalization or harmonization. Data Sources & File Details: Google Trends File (Prefix: GT_): Metric: Relative Search Interest (RSI) Index (0-100 scale). Keywords Used: "corporate code of ethics" + "employee engagement" + "employee engagement management" Time Period: January 2004 - January 2025 (Native Monthly Resolution). Scope: Global Web Search, broad categorization. Extraction Date: Data extracted January 2025. Notes: Index relative to peak interest within the period for these terms. Reflects public/professional search interest trends. Based on probabilistic sampling. Source URL: Google Trends Query Google Books Ngram Viewer File (Prefix: GB_): Metric: Annual Relative Frequency (% of total n-grams in the corpus). Keywords Used: Corporate Code of Ethics+Employee Engagement Programs+Employee Engagement Surveys+Employee Engagement Time Period: 1950 - 2022 (Annual Resolution). Corpus: English. Parameters: Case Insensitive OFF, Smoothing 0. Extraction Date: Data extracted January 2025. Notes: Reflects term usage frequency in Google's digitized book corpus. Subject to corpus limitations (English bias, coverage). Source URL: Ngram Viewer Query Crossref.org File (Prefix: CR_): Metric: Absolute count of publications per month matching keywords. Keywords Used: ("corporate code of ethics" OR "employee engagement" OR "employee engagement programs" OR "employee engagement surveys") AND ("human resources" OR "management" OR "organizational" OR "culture" OR "development" OR "performance") Time Period: 1950 - 2025 (Queried for monthly counts based on publication date metadata). Search Fields: Title, Abstract. Extraction Date: Data extracted January 2025. Notes: Reflects volume of relevant academic publications indexed by Crossref. Deduplicated using DOIs; records without DOIs omitted. Source URL: Crossref Search Query Bain & Co. Survey - Usability File (Prefix: BU_): Metric: Original Percentage (%) of executives reporting tool usage. Tool Names/Years Included: Corporate Code of Ethics (2002); Employee Engagement Surveys (2012, 2014); Employee Engagement Systems (2017, 2022). Respondent Profile: CEOs, CFOs, COOs, other senior leaders; global, multi-sector. Source: Bain & Company Management Tools & Trends publications (Rigby D., Bilodeau B., Ronan C. et al., various years: 2003, 2013, 2015, 2017, 2023). Data Compilation Period: July 2024 - January 2025. Notes: Data points correspond to specific survey years. Sample sizes: 2002/708; 2012/1208; 2014/1067; 2017/1268; 2022/1068. Bain & Co. Survey - Satisfaction File (Prefix: BS_): Metric: Original Average Satisfaction Score (Scale 0-5). Tool Names/Years Included: Corporate Code of Ethics (2002); Employee Engagement Surveys (2012, 2014); Employee Engagement Systems (2017, 2022). Respondent Profile: CEOs, CFOs, COOs, other senior leaders; global, multi-sector. Source: Bain & Company Management Tools & Trends publications (Rigby D., Bilodeau B., Ronan C. et al., various years: 2003, 2013, 2015, 2017, 2023). Data Compilation Period: July 2024 - January 2025. Notes: Data points correspond to specific survey years. Sample sizes: 2002/708; 2012/1208; 2014/1067; 2017/1268; 2022/1068. Reflects subjective executive perception of utility. File Naming Convention: Files generally follow the pattern: PREFIX_Tool.csv, where the PREFIX indicates the data source: GT_: Google Trends GB_: Google Books Ngram CR_: Crossref.org (Count Data for this Raw Dataset) BU_: Bain & Company Survey (Usability) BS_: Bain & Company Survey (Satisfaction) The essential identification comes from the PREFIX and the Tool Name segment. This dataset resides within the 'Management Tool Source Data (Raw Extracts)' Dataverse.

Google Workspace for HR Software Market Outlook

The global market size for Google Workspace for HR Software was valued at approximately USD 1.5 billion in 2023 and is expected to reach around USD 4.2 billion by 2032, growing at a compound annual growth rate (CAGR) of 12.1% during the forecast period. The significant growth factor driving the market includes the increasing need for streamlined HR processes and the growing adoption of cloud-based solutions for enhancing operational efficiency.

One of the primary growth factors for the Google Workspace for HR Software market is the increasing need for centralized and efficient HR management systems. Organizations are recognizing the benefits of integrating various HR functions such as recruitment, performance management, and payroll within a single platform. This integration not only reduces administrative overhead but also enhances the overall employee experience. Furthermore, the shift towards remote working models has necessitated the adoption of robust cloud-based HR solutions, which further propels the market growth.

Another pivotal growth factor is the increasing focus on employee engagement and experience. Modern organizations prioritize creating a conducive work environment that promotes employee satisfaction and retention. Google Workspace for HR Software provides various tools and features that aid in employee engagement, feedback collection, and performance tracking, enabling HR departments to implement proactive measures for employee well-being. The inclusion of AI and analytics in these platforms also helps in making data-driven decisions, which is crucial for maintaining a productive workforce.

The rising demand for HR analytics and insights is also contributing significantly to the market growth. With advanced HR software solutions, organizations can gain deeper insights into employee performance, turnover rates, and other critical HR metrics. These insights are valuable for strategic planning and can lead to more informed decision-making. Additionally, the use of predictive analytics can help in anticipating employee needs and addressing potential issues before they escalate, thereby improving the overall HR management process.

From a regional perspective, North America is expected to hold the largest market share, driven by the high adoption rate of advanced HR technologies and the presence of major tech companies. However, the Asia Pacific region is expected to register the highest CAGR during the forecast period. This growth can be attributed to the increasing digital transformation initiatives and the rising number of SMEs adopting cloud-based HR solutions in countries like India and China. The European market is also expected to show significant growth due to stringent labor laws and the need for compliance management solutions.

Component Analysis

The Google Workspace for HR Software market can be segmented by component into software and services. The software segment, which includes various HR management applications, is expected to dominate the market. This dominance can be attributed to the increasing adoption of comprehensive HR software solutions that offer functionalities such as employee data management, recruitment, performance tracking, and payroll processing. These software solutions are crucial for automating HR tasks and reducing manual errors, thereby enhancing operational efficiency.

The services segment is also expected to witness substantial growth during the forecast period. This includes implementation, integration, training, and support services that are essential for the successful deployment and operation of HR software solutions. As organizations increasingly adopt Google Workspace for HR, the demand for professional services to customize and integrate these solutions with existing systems is also rising. Moreover, ongoing support and maintenance services are crucial for ensuring the smooth functioning of these HR platforms.

Within the software segment, cloud-based solutions are gaining more traction compared to on-premises solutions. The flexibility, scalability, and cost-effectiveness offered by cloud-based HR software make them a preferred choice for many organizations. Additionally, cloud solutions facilitate easy access to HR data from anywhere, which is particularly beneficial for remote and hybrid work models. This trend is expected to continue, driving the growth of the software component in the market.

The integration capabilities of Google Workspace for HR Software with other enterp

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

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This is a subset of ZoomInfo's full Company Data Cube of over 100m Companies worldwide of all shapes and sizes. Accurate and comprehensive commercial B2B data is foundational to an organization’s success. The next wave of top businesses are going to be built by organizations that embrace best-in-class external B2B data as a core part of their business strategy. With seamless access to the world’s best B2B data, drive your account-based strategy, augment your master data strategy, supplement your multi-vendor strategy, or run advanced analysis and modeling. ZoomInfo Data Cubes provide unlimited access to ZoomInfo data where you work, so you can build a reliable go-to-market data foundation to analyze, predict, and engage with the right accounts to drive revenue. Actualize your total addressable market, identify new opportunities for growth, build your account maps with linkages, prospect your buying committee, assign territories, predict look-alikes, share go-to-market insights, and more with holistic account intelligence needed for your sales and marketing needs. Not being data-driven risks suffering from disengaged audiences, missed opportunities, and lost revenue.Saiba mais