In 2021, 72 percent of American full-time employees valued working with people different from themselves. According to the Global Consumer Trends report on Diversity, Equity, and Inclusion by Dynata, only 49 percent of Japanese employees valued a diverse workplace.

In 2021, 35 percent of global employees belonging to the Boomer generation considered their workplace to be very/extremely diverse. According to the Global Consumer Trends report on Diversity, Equity, and Inclusion by Dynata, 51 percent of Gen Z or Millennial employees found their workplace diverse.

In fiscal year 2023, more than half of the professional workforce at Deloitte in the United States were white. Percentage-wise, this is a decrease in the number of white employees from 2022. Asian employees made up the next largest demographic in between 2022 and 2023. Representation of all non-white demographics increased between 2021 and 2023.

InfoTrie’s HR/Career Pages Jobs Data provide strategic insights for HR, recruiting, and job market analysis with unparalleled depth and global reach. Transform your talent acquisition and workforce planning with actionable data tailored to your needs.

Key features:

1. Global Coverage: Access data from over 300K+ company career pages, offering a worldwide view of hiring trends and job market dynamics.
2. Rich Data Set: Includes 150+ attributes, such as salaries, locations, skill taxonomy, workplace diversity data, employee data, and recruiting insights to drive smarter decisions.
3. Refresh Schedule: Data is refreshed daily or on custom schedules, ensuring your insights are always up to date for market forecasting and analysis.
4. Integration & Customization: Seamlessly integrate job posting data with your systems via APIs, SFTP, and custom workflows.
5. Advanced Search Capabilities: Easily refine listings by industry, role, location, salary, workplace diversity, and more to align with your unique goals.
6. Data Security: Enjoy peace of mind with globally compliant data security practices.

Gain actionable insights into global job markets, stay competitive, and optimize workforce diversity and planning strategies.

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In 2021, 36 percent of global full-time employees considered their organization's leadership to be very/extremely diverse. According to the Global Consumer Trends report on Diversity, Equity, and Inclusion by Dynata, about half of employees worldwide perceived their companies as diverse.

InfoTrie’s LinkedIn Data APIs provide a comprehensive solution for talent acquisition, workforce analysis, and competitive benchmarking. Our package includes enriched employee, company, and job data, refreshed daily or as per your schedule, enabling actionable insights for HR and recruitment strategies.

1. Global Reach: Access 700M+ profiles with job titles, industries, skills, and more.
2. Rich Data Set: Gain insights into hierarchies, industries, and employee demographics to monitor growth and diversity.
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4. Refresh Schedules: Get daily refreshes or customize schedules to stay current with market changes.
5. Seamless Integration: Integrate data via API/SFTP with customizable fields and formats.
6. Data Security: Enjoy peace of mind with globally compliant data security practices.

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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.

Tired of guessing what's happening in the job market? Xverum's 13M+ job data gives you real-time insights into the dynamic world of work, empowering you to make data-driven decisions and stay ahead of the curve.

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Diversity, Equity, Inclusion, and Accessibility (DEIA): In FY 2022, DHS approved the FY 2022-FY 2026 ICE DEIA Strategic Plan and Directorate Implementation Plans, which illustrates why creating a diverse and inclusive workforce is fundamental to ICE’s continuing ability to perform its critical mission efficiently and effectively. During this time, DEIA policies issued to the ICE workforce included the ICE Anti-Harassment Policy, the Diversity Policy, and the Civil Rights and Civil Liberties Policy. Additionally, ODCR, in collaboration with OHC, drafted new requirements for ICE to mandate diverse interview panels when filling supervisory positions via the competitive procedures in support of the DHS Secretary’s priority to advance DEIA.

Key Features of JobsPikr’s Canada Job Posting Data: Extensive Data Points: Our database covers a wide array of attributes for each job listing, including the date of posting, job title, employing company, company website, salary range, job location (remote or on-site), and geographic area. Flexible Delivery Options: Choose from a variety of data delivery methods to suit your specific needs. Rapid Data Delivery: We pride ourselves on having the fastest delivery frequency in the industry, ensuring you have timely access to job market data. Historical Data Since 2019: Our extensive historical coverage provides a rich dataset for analyzing market trends over time. Diverse Data Sources: We aggregate data from top job boards like Indeed, Glassdoor, LinkedIn, as well as direct listings from company websites, offering a comprehensive view of the job market. Geographic Coverage Across Major Canadian Regions: Our data spans the vast geography of Canada, encompassing both major urban centers and smaller regions.

Advanced Features for Tailored Insights: Instant Access to Millions of Records: Utilize our API for on-demand access to structured job posting data. Unique Data Points for In-Depth Analysis: Delve into detailed HTML job descriptions, localization of job titles, keywords, and application URLs that provide a unique perspective on the job market. Advanced Data Filtering: Customize your data retrieval based on domain, experience level, salary range, and skill set. Real-Time Metrics and Dashboards: Leverage up-to-the-minute analytics for agile HR strategies and responsive decision-making in line with business needs.

Whether you are managing a job board, researching labor market trends, or seeking data-driven insights for strategic HR decisions, JobsPikr’s Canadian job posting data is an invaluable resource. Stay ahead of the curve with our detailed, timely, and comprehensive job market data.

This statistic presents the share of tech leavers in the United States experienced selected types of unfairness as of January 2017. During the survey period, 25 percent of tech leavers stated that they had frequently experienced rudeness and condescending behavior at their previous job. A total of 37 percent had experienced poor management and leadership.

In a survey conducted in July 2021 regarding the ways in which respondents personally supported diversity and inclusion in the workplace in the United Kingdom, just over half of respondents said that they had talked with friends or family about these matters, while 27.7 percent said that they posted about it publicly on a social media platform.

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 dataset contains estimates for the number of healthcare professionals in 15 different healthcare categories (e.g., Registered Nurse, Dentist, License Clinical Social Worker, etc.) based on completion of license renewal by Race/Ethnicity. There are two timeframes: all current licenses and recent licenses (since 2017). California population estimates are also included to provide a marker for each Race/Ethnicity. Each healthcare professional category can be compared across Race/Ethnicity groups and compared to statewide population estimates, so Race/Ethnicity shortages can be identified for each healthcare professional category. For instance, a notable difference between healthcare professional category and statewide population would indicate either underrepresentation or overrepresentation for that Race/Ethnicity, depending on the direction of the difference.

The purpose of this study was to determine whether workgroup racial composition is related to sentence outcomes generally, and racial differences in sentencing in particular, across federal districts. This collection contains information on federal court district characteristics. Data include information about the social context, court context, and diversity of the courtroom workgroup for 90 federal judicial districts provided by 50 judicial district context variables.

From the financial year commencing 1 April 2012, all equality and diversity data has been combined into one report and produced as a PDF. Earlier files provide workforce equality data for the annual periods 1 April 2010 to 31 March 2011 and 1 April 2011 to 31 March 2012. The files contain a breakdown of staff by grade for core BIS, including UKTI.

This .zip format file contains a dataset in .sav format which is suitable to be imported directly to SPSS software for analysis. Further, for those who are using different statistical packages or want to add more datasets to it, the .xlsx format of a similar dataset is available along with its data dictionaries in separate tabs of the same Excel worksheet.