This post has been republished via RSS; it originally appeared at: The Official Microsoft Blog.
Today, I’m sharing the progress we’re making toward our goal to increase diversity at Microsoft globally. Our 2019 Diversity and Inclusion Report is our most comprehensive to date, and reflects our data, our journey, our learnings, and our employees’ stories. With this year’s report, we renew our commitment to our mission to consciously and intentionally include everyone.
In 2019, we made progress on our diversity and inclusion objectives, as reflected in the numbers. But there is another part of our journey that year-over-year data can’t convey: the depth of our commitment and the range of programs in place to keep diversity and inclusion at the heart of the work we do. And although we’re gratified to see the movement, we know we cannot take our focus off the work that needs to continue.
In addition to the numbers, the report reflects day-to-day learnings, and how we’re applying this knowledge to build trust and adapt as we go. For example, this year we enhanced some of the ways we measure and analyze our data to give us a more detailed look at specific areas where we’re hoping to improve.
Here are some of the new additions to this year’s reporting:
- The Inclusion Index, shared publicly for the first time in this report, is an internal sentiment measure that helps us understand the effectiveness of company efforts by measuring employee perceptions about their experiences at Microsoft.
- Equal pay data is being expanded to reflect the global representation of men and women in the five largest markets outside the U.S. based on employee population. This data represents almost 80% of our workforce, giving us a more nuanced understanding of our pay practices globally.
- We’ve distinguished directors and executives from each other in the category we previously labeled as “Leadership,” and called out metrics for women and racial and ethnic minorities among managers and individual contributors, to better examine representation throughout the workforce.
I do want to note that the data listed below does not include our broader Microsoft family of companies — LinkedIn, GitHub, Compulsion, Playground Games, Ninja Theory, InXile, Obsidian Entertainment and Undead Labs. The full report shows snapshots of data with and without these companies as well as a look at LinkedIn’s and GitHub’s reports that were also released today.
From June 2018 to June 2019 we saw encouraging gains in the representation of our employees. In terms of race and ethnicity, we saw modest year-over-year growth in total representation in all categories, including in tech and in leadership roles at both the director and executive level. Overall, racial and ethnic minorities represent 46.7% of the U.S. workforce, up 2.2 percentage points from 2018.
This year, continuing a positive trend dating back to 2016, there were steady increases in the representation of women globally at the company in all the aspects we measured, including tech and leadership roles. Overall representation of women increased 1.1 percentage points to 27.6%. At leadership levels, women currently represent 37% of our company’s executives responsible for leading a geographic market, with women currently leading three of our largest global markets.
We aspire to a workforce and culture that truly reflects the societies where we work, around the world, and there is clearly more we need to do.
In the U.S. women earn $1.001 for every $1.000 earned by their counterparts who are men, and racial and ethnic minorities earn $1.006 for every $1.000 earned by their white counterparts. As we expanded our equal pay data to include data on women and men from the five largest markets outside the U.S. — collectively representing about 80% of our workforce — we see that women in those combined geographies earn $0.999 for every $1.000 by their counterparts who are men. At Microsoft, we are committed to the principle of equal pay for equal work for our employees and strive to pay employees equally for substantially similar work.
Our Microsoft Inclusion Index, shared publicly for the first time, reflects that 88% of employees agree that they experience positive aspects of inclusion at Microsoft. With our scale and global reach, this is a positive indicator, but we know we have a responsibility to engage those who are not part of that 88%.
Our broad responsibility
With our corporate mission, our scale, and our global reach, we have a responsibility to do far more than just raise awareness about inclusion. We are uniquely positioned to drive the conversation, to have a meaningful, tangible impact on how people experience Microsoft products and services, and how they engage within our workplace and with the company in general. Our responsibility is not just to those who work with us, but to the larger technology industry, the industries we serve and the communities where we live.
I encourage you all to read the full report to explore much more detailed data, insights, employee stories, and initiatives, as well as our learnings to see how we’re applying this knowledge.