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

Employment in the worldwide energy sector is unevenly distributed across gender and ethnic groups. In 2022, about two thirds of energy sector jobs were held by men. Broken down by ethnicity, energy sector employment was even more unevenly distributed, with 78 percent of the sector's jobs held by white employees.

As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees.

As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees. In 2007, over 67,800 employers with more than 61.3 million employees filed EEO-1 reports. The confidentiality provision which governs release of these data (Section 709 (e) of Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972) prohibits release of individually identifiable information. However, data in aggregated format for major geographic areas and by industry group for private employers (EEO-1) are available. The following tables are national aggregations by those industries with the greatest employment.

Analysis of ‘Job Patterns For Minorities And Women In Private Industry, 2017 EEO-1 State Aggregate Report’ provided by Analyst-2 (analyst-2.ai), based on source dataset retrieved from https://catalog.data.gov/dataset/84a56f67-954b-4fd8-8798-7b74acc8493d on 26 January 2022.

--- Dataset description provided by original source is as follows ---

As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees.

--- Original source retains full ownership of the source dataset ---

As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees. In 2007, over 67,800 employers with more than 61.3 million employees filed EEO-1 reports. The confidentiality provision which governs release of these data (Section 709 (e) of Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972) prohibits release of individually identifiable information. However, data in aggregated format for major geographic areas and by industry group for private employers (EEO-1) are available. The following tables are national aggregations by those industries with the greatest employment.

Data on employment income statistics by industry groups (4-digit code) from the North American Industry Classification System (NAICS) 2017, visible minority, highest level of education, work activity during the reference year, age and gender, for the population aged 15 years and over who reported weeks worked and employment income in 2020 in private households in Canada, provinces and territories.

Analysis of ‘Job Patterns For Minorities And Women In Private Industry, 2017 EEO-1 NAICS-3 Aggregate Report’ provided by Analyst-2 (analyst-2.ai), based on source dataset retrieved from https://catalog.data.gov/dataset/3a2666d1-d48c-4aab-82f1-4be878735e50 on 26 January 2022.

--- Dataset description provided by original source is as follows ---

As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees.

--- Original source retains full ownership of the source dataset ---

As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees.

description: As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees. In 2007, over 67,800 employers with more than 61.3 million employees filed EEO-1 reports. The confidentiality provision which governs release of these data (Section 709 (e) of Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972) prohibits release of individually identifiable information. However, data in aggregated format for major geographic areas and by industry group for private employers (EEO-1) are available. The following tables are national aggregations by those industries with the greatest employment.; abstract: As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees. In 2007, over 67,800 employers with more than 61.3 million employees filed EEO-1 reports. The confidentiality provision which governs release of these data (Section 709 (e) of Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972) prohibits release of individually identifiable information. However, data in aggregated format for major geographic areas and by industry group for private employers (EEO-1) are available. The following tables are national aggregations by those industries with the greatest employment.

description: As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees. In 2007, over 67,800 employers with more than 61.3 million employees filed EEO-1 reports. The confidentiality provision which governs release of these data (Section 709 (e) of Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972) prohibits release of individually identifiable information. However, data in aggregated format for major geographic areas and by industry group for private employers (EEO-1) are available. The following tables are national aggregations by those industries with the greatest employment.; abstract: As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees. In 2007, over 67,800 employers with more than 61.3 million employees filed EEO-1 reports. The confidentiality provision which governs release of these data (Section 709 (e) of Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972) prohibits release of individually identifiable information. However, data in aggregated format for major geographic areas and by industry group for private employers (EEO-1) are available. The following tables are national aggregations by those industries with the greatest employment.

Labour force characteristic estimates by visible minority group, region, age group, and gender.

Attitudes to the political, social and economic Transformation . Topics: Economic situation; economic transformations; development of private business, privatization of land and of large enterprises; buying and selling land; willingness to work for a private company; direction of foreign policy; freedom of expression of political views; return to socialism vs. develop capitalism; role of social groups; trust in family and relatives, oneself, neighbors, fellow citizens, god, colleagues, church, astrologers, mass media; police, communist party, political parties, "Rukh", nationalists, Verkhovna Rada (parliament), armed forces, government, president, private entrepreneurs, mangers of large state enterprises, trade unions (traditional and new); membership in organizations; leisure activities; newspapers read last week; interests in politics; capable political leaders; strong leader vs. democracy; multiparty system; political parties and movements, that deserve power; important political movements; participation and voting in the Verkhovna Rada (parliament) Elections (March 1998); trust in deputy elected in one´s district; opinion about the President Kuchma; preferred role of the president; preferred priority in the policies of the president; general political situation in Ukraine and Russia; joining the union of Russia and Belarus; Russian language as a official language; satisfaction with one´s own present position in society, one´s own contribution to society and with that what one gets from society; predominant influence on one´s own life; satisfied with outlook on life; mood last days; social position in society; ability to live under changing social conditions as regards to health, working, clothing, housing, economic knowledge, confidence in one´s own abilities, medical assistance, fashionable clothing, basic furniture, contemporary political knowledge, resolve in pursuing one´s goals, legal protection for defending one´s rights and interests, ability to have an adequate vacation, having a second, unofficial job, buying the most necessary products, initiative and independence in solving daily problems, adequate leisure time, opportunity to work to full potential, opportunity to eat according to one´s own tastes; general health condition; suffering from any chronic illnesses; frequency of catching a cold/flu last year; frequency of being sick; stressful situations during last year; consequences of the Chornobyl catastrophe for one´s own health; satisfaction with quality of life in one´s resident; close relatives living outside Ukraine; leaving current residence (influential factors); preferred place to live; satisfaction with living conditions; current living conditions; number of rooms; size of family; number of people living together in one room; equipment in the household; possession of goods; second resident; domestic animals/pets; material level of the family´s life (scale); second income; income group; salary last month and anything left for next months; responsibility for delayed payments of wages; average income of the last month; monthly income (per person) providing average life of one´s own family; monthly average income (per person) counted as poor/rich; changes of material conditions for medical services, vacation, leisure time, reliable information about events in Ukraine and in the world, raising children, freedom to express views, participation in cultural events, environmental situation, personal security, protection from the whims of bureaucrats and bodies of power, security of employment; frequency of hooliganism and robberies in one´s own district; decision which encroached on people´s interests and actions against it; probability of mass protest actions and participation in them; political protests; death penalty; attitudes towards ethnic groups; violation of ethnic groups; maintain of peace and order; frequency of changing place of employment; work in public or private sector; job satisfied; religious confession; nationality; native language; spoken languages; language of the interview.

Ethnic diversity in creative industries differed by sector in the United Kingdom (UK) in 2019. The IT, software, and computer services sector employed a share of 14 percent of individuals with BAME background, while the games sector counted for 10 percent of BAME employees.

  Employment within the creative industries in the UK

The number of employees in the creative industries has increased in the UK, rising from nearly 1.6 million workers in 2011 to over two million in 2018. The highest increase in the number of employees was observed within the IT, software and computer services sector, with 250 thousand more individuals employed in 2018 compared to 2011. Over the same period, the number of employees within museums, galleries, and libraries remained at similar levels.

Racism in the UK

A survey conducted by YouGov in June 2020 revealed that 44 percent of individuals in Great Britain believed that the UK was a fairly racist society, while eight percent considered the UK ‘very racist’. In addition, nearly half of the respondents over 65 years old thought that the UK was a racist society, with 43 percent saying it was a ‘fairly racist’ society and four percent believing it was a very racist one. In comparison, 47 percent of the 18-24 year old respondents thought that the UK was a fairly racist society and 14 percent believed it to be very racist.

The Labour Market Indicators spreadsheet for boroughs and regions will no longer be updated from March 2015. The final version from March 2015 will still be available to download at the bottom of this page. Most of the data is available within datasets elsewhere on the Datastore.

Workforce Jobs
Unemployment
Model based Unemployment for Boroughs
Claimant Count rates for Boroughs and Wards
Employment Rate Trends
Number of Self Employed, Full and Part Time Employed
Employment by Occupation
Employment by Industry
Employment by Gender, Age and Disability
Employment by Ethnicity
Economic Inactivity by Gender and Reason
Qualifications of Economically Active, Employed and Unemployed
Qualification levels of working-age population
Apprenticeship Starts and Achievements
Young People Not in Employment, Education or Training (NEET), Borough
19 year olds Qualified to NVQ Level 3
GCE A level examination results of 16-18 year olds
GCSE Results by Pupil Characteristics
People Claiming Out-of-Work Benefits
People Claiming Incapacity Benefit
Children Living in Workless Households
Gross Value Added, and Gross Disposable Household Income
Earnings by place of residence
Earnings by place of work
Business Demographics
Employment projections by sector
Jobs Density
Population Estimates
Population Migration

Core Indicators

Number of London residents of working age in employment
Employment rate
Number of male London residents of working age in employment
Male employment rate
Number of female London residents of working age in employment
Female employment rate
Workforce jobs
Jobs density
Number of London residents of working age who are economically inactive
Economic inactivity rate
Number of London residents aged 16+ who are unemployed (model based)
Proportion of London residents aged 16+ who are unemployed (model based)
Claimant unemployment
Claimant Count as a proportion of the working age population
Incidence of skill gaps (Numbers and rates)
GCSE (5+ A*–C) attainment including English and Maths
Number of working age people in London with no qualifications
Proportion of working age people in London with no qualifications
Number of working age people in London with Level 4+ qualifications
Proportion of working age people in London with Level 4+ qualifications
Number of people of working age claiming out of work benefits
Proportion of the working age population who claim out of work benefits
Number of young people aged 16-18 who are not in employment, education or training NEET)
Proportion of 16-18 year olds who are NEET

Additional Indicators

Economy and Productivity
Business Demography (active enterprises, births and deaths of enterprises)
Business Demography (active enterprises, births and deaths of enterprises): Index
Business Demography (National indicators)

Demand for labour: Jobs, vacancies and skills needs
Total vacancies reported by employers
Skill shortage vacancies
JobCentre vacancies - notified
JobCentre vacancies - unfilled
Number employed by industry (working age)
Employment rates by industry (working age)
Number employed by occupation
Employment rates by occupation
Working age who are self-employed
Numbers employed in the civil service

Population and supply of labour
Population estimates (working age)
National Insurance Number Registrations of overseas nationals
Employment projections
Number employed by ethnic groups (working age)
Employment rates by ethnic groups (working age)
Number employed by age groups
Employment rates by age groups
Number employed by disability (working age)
Employment rates by disability (working age)
Employment: Part time/ Full time
Inactivity by reason (working age)
Inactivity rates by reason (working age)
JSA claimants by ethnic groups
Incapacity Benefit claimants by duration
Working age benefit claimants by statistical group
Aged 18-24, claiming JSA for over 6 months
Aged 18-24, claiming JSA for over 9 months
Aged over 25, claiming JSA for over 1 year
JSA claimant flows
JSA claimant flows: index

Skills and learning
Total achieving 5+ A*-C grades inc. English & Mathematics by characteristics
Percentage achieving 5+ A*-C grades inc. English & Mathematics by characteristics
GCE A level examination results of 16-18 year olds
Working age population by qualification level and sex
Working age rates by qualification level and sex
Qualification levels of those in employment (working age)
Number with no adult learning (working age)
Proportion with no adult learning (working age)
Received job related training in last 13 wks (working age)
Apprenticeship Programme starts and achievements - summary
Apprenticeship Programme starts and achievements - index
Apprenticeship Programme starts by level and age
Apprenticeship Programme achievements by level and age
Number of 19 year olds qualified to Level 3
Proportion of 19 year olds qualified to Level 3

Worklessness and NEETS
Worklessness by sex and age (working age)
Worklessness rates by sex and age (working age)
Worklessness numbers and rates by qualification levels (working age)

Within the borough spreadsheet, statistics are shown for boroughs, inner London, outer London, Thames Gateway London, Olympic Host Boroughs, West London, and West London Alliance.

Further Labour Market Indicator tools are available from the CESI website.

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The New Zealand Census of Population and Dwellings is the official count of how many people and dwellings there are in New Zealand. It provides a snapshot of our society at a point in time and helps to tell the story of its social and economic change. The 2018 Census, held on Tuesday 6 March, was the 34th New Zealand Census of Population and Dwellings. The first official census was run in 1851, and since 1877 there has been a census every five years, with only four exceptions.

Attitudes to the political, social and economic Transformation . Topics: Economic situation; economic transformations; development of private business, privatization of land and of large enterprises; buying and selling land; willingness to work for a private company; direction of foreign policy; freedom of expression of political views; return to socialism vs. develop capitalism; role of social groups; trust in family and relatives, oneself, neighbors, fellow citizens, god, colleagues, church, astrologers, mass media; police, communist party, political parties, "Rukh", nationalists, Verkhovna Rada (parliament), armed forces, government, president, private entrepreneurs, mangers of large state enterprises, trade unions (traditional and new); membership in organizations; leisure activities; newspapers read last week; interests in politics; capable political leaders; strong leader vs. democracy; multiparty system; political parties and movements, that deserve power; important political movements; participation and voting in the Verkhovna Rada (parliament) Elections (March 1998); trust in deputy elected in one´s district; opinion about the President Kuchma; preferred role of the president; preferred priority in the policies of the president; general political situation in Ukraine and Russia; joining the union of Russia and Belarus; Russian language as a official language; satisfaction with one´s own present position in society, one´s own contribution to society and with that what one gets from society; predominant influence on one´s own life; satisfied with outlook on life; mood last days; social position in society; ability to live under changing social conditions as regards to health, working, clothing, housing, economic knowledge, confidence in one´s own abilities, medical assistance, fashionable clothing, basic furniture, contemporary political knowledge, resolve in pursuing one´s goals, legal protection for defending one´s rights and interests, ability to have an adequate vacation, having a second, unofficial job, buying the most necessary products, initiative and independence in solving daily problems, adequate leisure time, opportunity to work to full potential, opportunity to eat according to one´s own tastes; general health condition; suffering from any chronic illnesses; frequency of catching a cold/flu last year; frequency of being sick; stressful situations during last year; consequences of the Chornobyl catastrophe for one´s own health; satisfaction with quality of life in one´s resident; close relatives living outside Ukraine; leaving current residence (influential factors); preferred place to live; satisfaction with living conditions; current living conditions; number of rooms; size of family; number of people living together in one room; equipment in the household; possession of goods; second resident; domestic animals/pets; material level of the family´s life (scale); second income; income group; salary last month and anything left for next months; responsibility for delayed payments of wages; average income of the last month; monthly income (per person) providing average life of one´s own family; monthly average income (per person) counted as poor/rich; changes of material conditions for medical services, vacation, leisure time, reliable information about events in Ukraine and in the world, raising children, freedom to express views, participation in cultural events, environmental situation, personal security, protection from the whims of bureaucrats and bodies of power, security of employment; frequency of hooliganism and robberies in one´s own district; decision which encroached on people´s interests and actions against it; probability of mass protest actions and participation in them; political protests; death penalty; attitudes towards ethnic groups; violation of ethnic groups; maintain of peace and order; frequency of changing place of employment; work in public or private sector; job satisfied; religious confession; nationality; native language; spoken languages; language of the interview.