Not being able to see signs employees are demotivated was the major concern of company leadership when it came to hybrid work in 2023, with more than ** percent of survey respondents reporting the same. Similarly, enabling effective collaboration, and concerns regarding maintaining an organizational culture were among the top concerns of organizations' leadership regarding hybrid work

In 2023, 46 percent of global LinkedIn employees in leadership positions were women, and 53.7 percent were men. Overall, 0.3 percent of LinkedIn workers in leadership roles did not disclose their gender. Overall, women account for 47.3 percent of LinkedIn's global workforce.

Introduction

Workplace Diversity Statistics: In recent years, many companies worldwide have focused on promoting diversity, equality, and inclusion (DEI) in their workplaces. They now see that having a diverse team is very important; it’s not just something they talk about but something that impacts all their activities. There are many benefits to DEI programs, and there are no drawbacks. A diverse workforce can lead to higher employee engagement and help attract new talent.

Overall, having a diverse team is one of the best ways to achieve high success and productivity. We shall shed more light on Workplace Diversity Statistics through this article.

According to a survey conducted in Indonesia in February 2024, around ** percent of Generation Z respondents preferred leaders who are fair to all team members. Additionally, about ** percent of survey participants favored leaders who are responsible.

Financial overview and grant giving statistics of Lgbt Labor Leadership Initiative

The Veterans Health Administration (VHA) Leadership and Workforce Development System (VHALWD) has 36 separate databases that contain information on people, positions, and organizations, work groups, workforce, workforce and leadership classes, workforce development programs and participation, personal development plans, supervisory levels, mentor and coach attributes, High Performance Development Model (HPDM) core competency, intern data, Equal Employment Opportunity (EEO) reporting, succession planning, workforce planning, senior executive information, applicant tracking and recruitment, Executive Career Field (ECF) position and performance information, and education funding and programs. The VHA Executive Management Program consists of the functions that fall under the purview of the VHA Executive Resources Board (ERB) and the VHA Performance Review Board (PRB). Their functions include executive development, recruitment and placement, organizational analysis, succession planning, workforce planning, EEO and Alternative Dispute Resolution (ADR) assessment, workload tracking and reporting of human capital and HR, and individual and organizational performance assessment and recognition. The method used to collect this information is a proprietary system using relational database technology. Information from these databases are joined and expanded to inform programs and processes. This combination of information is used in the administration of talent management, VHA human capital objectives, and in the support of the ERB and PRB functions.

Financial overview and grant giving statistics of Workforce Leadership of Texas

Vietnam Employment: Male: Leaders, Managers data was reported at 417.200 Person th in Jun 2018. This records a decrease from the previous number of 460.700 Person th for Mar 2018. Vietnam Employment: Male: Leaders, Managers data is updated quarterly, averaging 422.000 Person th from Jun 2012 (Median) to Jun 2018, with 25 observations. The data reached an all-time high of 505.000 Person th in Mar 2015 and a record low of 392.000 Person th in Jun 2016. Vietnam Employment: Male: Leaders, Managers data remains active status in CEIC and is reported by General Statistics Office. The data is categorized under Global Database’s Vietnam – Table VN.G024: Employment by Occupation: Quarterly.

Vietnam Employment: Leaders, Managers data was reported at 614.800 Person th in 2017. This records an increase from the previous number of 555.000 Person th for 2016. Vietnam Employment: Leaders, Managers data is updated yearly, averaging 551.000 Person th from Jun 2009 (Median) to 2017, with 9 observations. The data reached an all-time high of 614.800 Person th in 2017 and a record low of 460.000 Person th in 2009. Vietnam Employment: Leaders, Managers data remains active status in CEIC and is reported by General Statistics Office. The data is categorized under Global Database’s Vietnam – Table VN.G025: Employment by Occupation: Annual.

Graph and download economic data for Labor Force Participation Rate - 20 Yrs. & over, Black or African American Women (LNS11300032) from Jan 1972 to Jul 2025 about 20 years +, females, participation, African-American, labor force, labor, household survey, rate, and USA.

In 2023, 47.3 percent of LinkedIn employees in leadership positions were white, whilst 32.8 percent were Asian. Overall, 6.5 percent of leadership positions at LinkedIn were Black employees, and 5.4 percent chose not to disclose their race or ethnicity. LinkedIn employs around 19.4 thousand people, worldwide.

This dataset presents statistical data on virtuous leadership, trust in leader, and work-related well-being. The dataset contains data of 1237 respondents who were registered as having a full-time or part-time job and a direct supervisor in a multitude of organizations across various sectors in primarily the United Kingdom (UK) and the United States (US). Respondents were recruited through the online crowdsourcing platform Prolific. The surveys were completed in January 2019.

Vietnam Employment: Female: Leaders, Managers data was reported at 174.500 Person th in Jun 2018. This records a decrease from the previous number of 176.700 Person th for Mar 2018. Vietnam Employment: Female: Leaders, Managers data is updated quarterly, averaging 140.000 Person th from Jun 2012 (Median) to Jun 2018, with 25 observations. The data reached an all-time high of 176.700 Person th in Mar 2018 and a record low of 118.500 Person th in Sep 2014. Vietnam Employment: Female: Leaders, Managers data remains active status in CEIC and is reported by General Statistics Office. The data is categorized under Global Database’s Vietnam – Table VN.G024: Employment by Occupation: Quarterly.

The Leadership Team has identified the following focal areas as key to successful management of MPAs which make up the MPA Management Program: Outreach and Education, Research and Monitoring, Enforcement and Compliance, and Policy and Permitting. Active, sustained engagement in each of these focal areas is integral to achieve the goals of California's MPA Network. This work plan covers a three-year period and is a key tool in directing the MPA Management Program and holding members accountable for identified outcomes. This provides a road map for the State and its partners anchored back to the legislation, partnership plan, and other guidance documents related to California's MPA Network. This work plan identifies shared strategic priorities, key actions and outcomes for the MPA Management Program that can be used by government and non-government partners to ensure coordinated progress on achieving the goals of the Marine Life Protection Act.

The COVID-19 pandemic has contributed to make workers more uncompromising with respect to issues such as quality of workplace relations and work life balance. Hence, motivation and leadership style assume a key relevance for keeping the workforce engaged. Here, we empirically investigate the relationship between leadership style and motivation, by leveraging on the possible contribution of personality traits. We hypothesize that individuals may exhibit different preferences for motivational drivers and for leadership style, and that these two sets of preferences might be correlated with each other and with personality traits. Our results suggest that there exists a relationship between preferences for leadership style and motivational drivers. Furthermore, one of these relationships appears to be critically mediated by specific personality traits.

This dataset presents statistical data on virtuous leadership, work engagement, human flourishing, and OCB. The dataset contains data of 997 respondents who were registered as having a full-time or part-time job in a publicly listed company or a public sector employer in the United Kingdom or the United States were recruited through the online crowdsourcing platform Prolific. The surveys were completed in mid-October 2017. The respondents' location data and company name are deleted to guarantee the respondents' anonymity. The depositor provided the data files in SAV format. DANS added the POR and DTA formats.

Social movements are catalysts for crucial institutional changes. To succeed, they must coordinate members’ views (consensus building) and actions (mobilization). We study union leaders within Myanmar’s burgeoning labor movement. Union leaders are positively selected on both ability and personality traits that enable them to influence others, yet they earn lower wages. In group discussions about workers' views on an upcoming national minimum wage negotiation, randomly embedded leaders build consensus around the union’s preferred policy. In an experiment that mimics individual decision-making in a collective action set-up, leaders increase mobilization through coordination.The code in this replication package cleans all data sources used in the analysis (Stata and R) and reproduces all the tables/figures provided in the paper and Supplementary Appendix.

United States Business Leaders Survey: DI: Next 6 Mth: Employment data was reported at -5.400 Point in Apr 2025. This records a decrease from the previous number of 3.800 Point for Mar 2025. United States Business Leaders Survey: DI: Next 6 Mth: Employment data is updated monthly, averaging 21.650 Point from Sep 2004 (Median) to Apr 2025, with 248 observations. The data reached an all-time high of 51.800 Point in May 2021 and a record low of -42.900 Point in Jan 2009. United States Business Leaders Survey: DI: Next 6 Mth: Employment data remains active status in CEIC and is reported by Federal Reserve Bank of New York. The data is categorized under Global Database’s United States – Table US.S058: Business Leaders Survey.

United States Business Leaders Survey: DI: Employment data was reported at 1.300 Point in Apr 2025. This records an increase from the previous number of -4.700 Point for Mar 2025. United States Business Leaders Survey: DI: Employment data is updated monthly, averaging 8.850 Point from Sep 2004 (Median) to Apr 2025, with 248 observations. The data reached an all-time high of 29.000 Point in Jul 2007 and a record low of -53.500 Point in May 2020. United States Business Leaders Survey: DI: Employment data remains active status in CEIC and is reported by Federal Reserve Bank of New York. The data is categorized under Global Database’s United States – Table US.S058: Business Leaders Survey.

This statistic shows the percentage of French business leaders who wished for reduced labor costs and employment incentives. It appeared that ** percent of the respondents from the industry sector thought that way. There were even ** percent from the trade sector to thought alike.