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 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.

Comparing the percentage of city residents (community) ethnicity to the percentage of city employee ethnicity. Employee information comes from Employee Demographics: Ethnicity https://citydata.mesaaz.gov/Human-Resources/Employee-Demographics-Ethnicity/6kd3-uaks. Community information comes from Community Demographics: Ethnicity at https://citydata.mesaaz.gov/Census/Community-Demographics-Ethnicity/g34w-9rxw

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.

In 2024, the employment rate of the workforce of 55 years and older decreased to 37.3 percent. Employment rate among young adults (age 16-24) was at 50.9 percent in 2024. For monthly updates on employment in the United States visit the annual national employment rate here.

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

In 2025, there were estimated to be approximately 3.6 billion people employed worldwide, compared to 2.23 billion people in 1991 - an increase of around 1.4 billion people. There was a noticeable fall in global employment between 2019 and 2020, when the number of employed people fell from due to the sudden economic shock caused by the COVID-19 pandemic. Formal vs. Informal employment globally Worldwide, there is a large gap between the informally and formally employed. Most informally employed workers reside in the Global South, especially Africa and Southeast Asia. Moreover, men are slightly more likely to be informally employed than women. The majority of informal work, nearly 90 percent, is within the agricultural sector, with domestic work and construction following behind. Women’s employment As the number of employees has risen globally, so has the number of employed women. Overall, care roles such as nursing and midwifery have the highest shares of female employees globally. Moreover, while the gender pay gap has shrunk over time, it still exists. As of 2024, the uncontrolled gender pay gap was 0.83, meaning women made, on average, 83 cents per every dollar earned by men.

Filtered view of current employees as of dataset refresh date and includes employee job title, department name, EEO Category and Sworn status. This view redacts age group, race/ethnicity, gender and date of hire. For race/ethnicity and gender employee demographics see https://citydata.mesaaz.gov/Human-Resources/Employee-Demographics-Race-Ethnicity-Public/ty4p-25y2/about_data.

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.

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.

Graph and download economic data for Employment-Population Ratio - High School Graduates, No College, 25 Yrs. & over (LNS12327660) from Jan 1992 to May 2025 about employment-population ratio, secondary schooling, secondary, 25 years +, tertiary schooling, education, household survey, employment, population, and USA.

This data collection is comprised of responses from two sets of survey questionnaires, the basic Current Population Survey (CPS) and a survey administered as a supplement to the January CPS questionnaire on the topic of Displaced Workers, Employee Tenure, and Occupational Mobility in the United States. The CPS, administered monthly, collects labor force data about the civilian noninstitutional population living in the United States. Moreover, the CPS provides current estimates of the economic status and activities of this population which includes estimates of total employment (both farm and nonfarm), nonfarm self-employed persons, domestics, and unpaid helpers in nonfarm family enterprises, wage and salaried employees, and estimates of total unemployment. Data from the CPS are provided for the week prior to the administration of the survey. All persons eligible for the labor force items of the basic CPS were also eligible for the supplement. The supplement was designed to be a proxy response supplement, meaning a single respondent could provide answers for all eligible household members, provided the respondent was a household member 15 years of age or older. Persons 20 years of age and older, who lost or left a job involuntarily within the last three years (based on operating decisions of a firm, plant, or business in which the worker was employed) were eligible for the first part of the supplement, which consisted of the Displaced Workers items. Persons 15 years of age and older who were employed during the reference week were eligible for the second part of the supplement, which consisted of the Employee Tenure and Occupational Mobility items. Respondents were queried on reasons for job displacement, industry and occupation of the former job, group health insurance coverage, job tenure, and weekly earnings. Additional data refer to periods of unemployment as well as number of jobs held, use of unemployment benefits, whether residence was changed to seek work in another area, current health insurance coverage, and current weekly earnings. Although the main purpose of the survey was to collect information on an individual's employment situation, a very important secondary purpose was to collect information on demographic characteristics such as age, sex, race, Hispanic origin, marital status, veteran status, educational attainment, family relationship, occupation, and income.

Dataset provides the public with a snapshot of the County of Los Angeles workforce including the count of full-time permanent employees by department, employee demographics (i.e., ethnicity and gender) EEO Job Categories and, EEO Functions.

Graph and download economic data for All Employees, Federal (CES9091000001) from Jan 1939 to Jun 2025 about establishment survey, federal, government, employment, and USA.

Graph and download economic data for Employment Population Ratio - Asian (LNU02332183) from Jan 2000 to Jun 2025 about ratio, asian, 16 years +, household survey, employment, population, and USA.

Graph and download economic data for Employment-Population Ratio - Men (LNU02300001) from Jan 1948 to Jun 2025 about employment-population ratio, males, 16 years +, household survey, employment, population, and USA.

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 Current Employment Statistics (CES) program produces detailed industry estimates of employment, hours, and earnings of workers on nonfarm payrolls. CES State and Metro Area produces data for all 50 States, the District of Columbia, Puerto Rico, the Virgin Islands, and about 450 metropolitan areas and divisions. Each month, CES surveys approximately 142,000 businesses and government agencies, representing 689,000 individual worksites. For more information and data, visit: https://www.bls.gov/sae/

The Current Employment Statistics (CES) program is a Federal-State cooperative effort in which monthly surveys are conducted to provide estimates of employment, hours, and earnings based on payroll records of business establishments. The CES survey is based on approximately 119,000 businesses and government agencies representing approximately 629,000 individual worksites throughout the United States.

CES data reflect the number of nonfarm, payroll jobs. It includes the total number of persons on establishment payrolls, employed full- or part-time, who received pay (whether they worked or not) for any part of the pay period that includes the 12th day of the month. Temporary and intermittent employees are included, as are any employees who are on paid sick leave or on paid holiday. Persons on the payroll of more than one establishment are counted in each establishment. CES data excludes proprietors, self-employed, unpaid family or volunteer workers, farm workers, and household workers. Government employment covers only civilian employees; it excludes uniformed members of the armed services.

The Bureau of Labor Statistics (BLS) of the U.S. Department of Labor is responsible for the concepts, definitions, technical procedures, validation, and publication of the estimates that State workforce agencies prepare under agreement with BLS.

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