microsoft diversity report

Women now represent 28.6% of Microsoft's global workforce, up from 25.5% three years ago; and 20% of the company's executive and partner-level. A stronger, more productive ecosystem requires better representation of the diversity in our communities. Overall, racial and ethnic minorities represent 46.7% of the U.S. workforce, up 2.2 percentage points from 2018. We are committed to working towards long-term systemic change. Microsoft hosted Include 2021, a global digital event on diversity & inclusion, to help us accelerate our cultural transformation by giving our ecosystem and employees access to the insights of some of the top minds in academia, law, social justice, and human behavior. Your company will be contacted directly by our sourcing team if there are opportunities that align with your companys capabilities. This data is included in the report for the first time and is available via the link below: https://lnkd.in/exe5rmxN #microsoft #hiring #diversityandinclusion #data Of the 50 organizations, 49 are new grantees to Microsoft, including the Hidden Genius Project in Oakland, which trains and mentors young Black men in technology creation and entrepreneurship; and TechBridge in Atlanta, which aims to break the cycle of poverty through the innovative use of technology. Weare early in our journey only a quarter has passedsince we shared our commitments,butouractionshave beenintentional and steadfast. Microsoft; Microsoft Diversity Report: 71% male and admits 'much work remains to be done' At the time, the technology giant's reasoning for the launch was simple: "Microsoft is stronger when we expand opportunity and we have a diverse workforce that represents our customers," Mary Ellen Smith, corporate vice president of Microsoft Business Operations, wrote on Microsoft's blog in 2015. Equal pay When the COVID-19 pandemic started to rapidly shift how we live and work, it amplified differences in our lived experiences, revealing many social inequities that could previously remain hidden from work. We've seen that as diversity increases in our department and with our law firms, improvements in decision-making, creativity, innovation, win-loss litigation records and business success follow. Our projects will work to connect Black and African American families and families from other marginalized backgrounds to affordable broadband, computers, and digital skills, with a goal of improving outcomes in education, healthcare, and economic opportunity. Differentiated development programs have positive effects on employee experience and career development because they provide psychological safety for learning and growth, but they are only one offering in the larger suite of learning and development programs for all employees. Empathy for one another has been essential as we each navigate this challenging year and balance work life. Dedicated talent discussions are happening in every organization prior to an employees promotion to senior roles. The company also. Strengthening a culture of inclusion is about a company-wide, sustained focus on understanding and practicing the behaviors that can improve the lived experience for all employees at Microsoft. Diverse talent builds a better Microsoft We are committed to hiring individuals that are underrepresented in STEM fields. Oct 22, 2020 Yes. Further, the management and daily operations are controlled by those minority group members. Minimally integrated companies. We are expanding our work to help Black and African American students and adults develop the skills needed in the digital economy. How to filter the data on this report When you generate this report, the following default parameters are displayed. We're encouraged by this progress, and we know we have more work to do. We are committed to helping address racial injustice and inequity in the US for Black and African American communities. The Global LGBTQIA+ Employees and Allies at Microsoft (GLEAM) employee resource group, provides support, advocacy, networking opportunities, external outreach to community non-profits, and promotes education within Microsoft. Programs for Students and Graduates Were expanding access to data driven insights and to date, weve established 80+ distinct partnerships with 70 unique organizations working to provide alternatives to incarceration and accelerate the adoption of new models of public safety. Federal HubZone and 8(a) certifications A program designed to give minority-owned suppliers training and networking opportunities for bigger, more lucrative real estate development and building management projects is contributing to economic development. There is no cost for registering with Microsoft as a diverse supplier. While Microsoft has positive figures regarding racial and ethnic diversity, it falls behind in gender diversity. This was due to a technical issue, which has now been resolved. Military at Microsoft advocates for current and former military members, spouses, and supporters worldwide. Here is a series of capacity-building resources to help companies around the world start their sustainability journeys. The Reshaping Prosecution program has helped three prosecutor offices implement policies to deter engagement in pretextual stops in Ingham County, MI; Chittenden County, VT; and Ramsey County, MN. These feature external experts who speak to how we can create a culture of inclusion for members of the Black and African American community with Dr. Lawrence Bobo and members of the Hispanic and Latinx community with Dr. G. Cristina Mora. In 2019, we made progress on our diversity and inclusion objectives, as reflected in the numbers. For example, we have committed to the Mission-Driven Bank Fund as an anchor investor in collaboration with the FDIC to target Minority Owned Depository Institutions (MDIs), which directly enables an increase of funds into local community businesses, restaurants, housing, etc. Thats why we focus on three core areas to drive equitable impact. We are committed to making progress on diversity and inclusion in the legal profession, from pipeline to partnership. We are focused on enhancing the hiring and interview processes to include discussions on both culture and inclusion for management positions and employee hiring broadly. In June 2020, Microsoft made a five-year commitment to address racial injustice and inequity, but the work doesnt stop there. Our efforts to recruit, retain and grow the careers of women at Microsoft resulted in an increase in female representation at the company of 1.1 percentage points compared to last year, from 25.5 percent to 26.6 percent. A small business located in distressed areas, designated as an Historically Underutilized Business Zone (HUBZone), which appears on the list of Qualified HUBZone Small Business Concerns maintained by the Small Business Administration. To accelerate progress, we are providing external coaches toexecutives. Asian employees, a group that includes more than a dozen different ethnic groups, represent 34.7%of our US workforce, an increase of 1.6 percentage points. The Black Partner Growth Initiative (BPGI) has evolved as an umbrella portfolio of programs and projects to reach, recruit, support, and learn from Black and African Americanowned businesses who become partners in the Microsoft ecosystem. A business concern not less than 51 percent of which is owned by one or more disabled individuals or, in the case of any publicly owned business, not less than 51 percent of the stock of which is owned by one or more disabled individuals who are either a US citizen or lawful permanent resident. With intention: That's how we approach the work of diversity & inclusion at Microsoft. Microsoft leverages the power of data to track our progress and identify gaps, opportunities and trends. At Microsoft that means fostering greater levels of diversity in our supplier base to reflect the diversity of our customers. We have made significant progress toward fulfilling our commitment to double the number of Black and African American and Hispanic and Latinx leaders in the US by 2025. Go to SupplierWeb! However, similar programs are being developed in other countries with specific country laws and regulations governing supplier diversity. We have also made several enhancements to our supplier policies, sourcing processes, and tools. Use this report to view the amount of purchases from vendors by diversity classification. As of June 30, 2022, we are 116 percent of the way to our goal for Black and African American people managers (below director level), and 92.0 percent of the way for Black and African American directors+ (people managers and individual contributors). Women now represent 28.6%of our global workforce, an increase of 1.0 percentage points. No. We are working to empower communities and advance racial equity in the justice system. The Microsoft Supplier Diversity program is primarily focused on businesses that are headquartered in the United States. Overall representation of women increased 1.1 percentage points to 27.6%. | At Microsoft, we believe everyone at every level plays a role in creating a diverse and inclusive work environment, and that allyship behavior is key. Each of these is a certified type of business enterprise that can be employed to meet diversity requirements. As we expanded our equal pay data to include data on women and men from the U.S. plus 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. A business that is at least 51 percent unconditionally owned by one or more veterans (as defined in 38 United States Code 101(2)), or in the case of any publicly owned business, at least 51 percent of the stock is unconditionally owned by one or more veterans; and whose management and daily business operations are controlled by one or more veterans. Those already facing social and economic disadvantages were hit disproportionately hard. The program works with organizations large and small at all stages, including startup nonprofits. 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. Merrie Williamson is a cloud advocate. Microsoft's latest Diversity and Inclusion Report was published in October 2020.This year's report focuses on three core areas in addition to the data: the ways that diversity and inclusion is integrated into our employee pandemic response, our commitments to addressing racial injustice, and our investment in the Allyship at Microsoft . GLEAM also actively helps to attract, retain and develop LGBTQIA+ people and raises awareness about the LGBTQIA+ community to increase ally engagement. Were influencing Diversity Equity & Inclusion in the supply chain by partnering across the enterprise to invest in an inclusive supplier ecosystem. See the latest news, announcements, and stories about our progress. 2021 Diversity Annual Report We're listening, learning, and taking action. The email from Microsoft Executive Vice President of Human Resources, Lisa Brummel states that th . We have also recognized the necessity of providing access to capital, cashflow support, and business training. Microsoft requires businesses categorized as diverse to be 3rd-party certified. 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 were applying this knowledge. See full graphic in the company's report. We launched an updated Inclusive Hiring Training available to interviewers and required for all managers in FY23. Majority (at least 51 percent) owned, operated, managed, and controlled by an LGBT person or persons who are either US citizens or lawful permanent residents, Exercises independence from any non-LGBT business enterprise, Has its principal place of business (headquarters) in the United States, Has been formed as a legal entity in the United States, Proof of effective management of the business (operating position, by-laws, hire-fire, and other decision-making roles), Control of the business as evidenced by signature role on loans, leases, and contracts. Connecting place and self With this year's report, we renew our commitment to our mission to consciously and intentionally include everyone. I've been waiting for Microsoft's 2022 Diversity and Inclusion Report and, yes, I always check out Accessibility and Inclusive Hiring parts first in such reports, but what really grabbed my attention is Exits section. Access the sessions, learning content and employee personal stories. In FY21 we introduced the Race and Ethnicity Learning Path as the first of four personalized learning experiences enabling employees to take ownership of their D&I learning journey by engaging with curated and tailored content. Understand our progress on increasing representation and strengthening a culture of inclusion. Women now represent 29.7% of our global workforce, an increase of 1.1 percentage points since 2020. Direct managers of all participants are required to participate in a parallel track to support and grow how they understand and support their employees. Ownership by minority individuals means that the business is at least 51 percent owned by such individuals or, in the case of a publicly-owned business, at least 51 percent of the stock is owned by one or more such individuals. It starts with our values of respect, integrity, and accountability. The Hispanic/Latinx employee resource group (HOLA) provides employee community space, helps inspire future Hispanic and Latinx employees and advance the careers of current ones. Today, I am sharingMicrosofts 2020 Diversity and Inclusion report, which comes at a time marked by the ongoing COVID-19 pandemic, amplified acts of racial injustice, and the reality of global uncertainty. InJune, our CEOSatyaNadellaoutlined our commitmentstoincrease diversity inrepresentationandstrengthen our culture of inclusionwithin our company, engage our ecosystemtodrive change, and strengthen the communities in which we live and work. Additionally, we are 46.5 percent of the way for Hispanic and Latinx people managers (below director level), and 57.6 percent of the way for Hispanic and Latinx directors+ (people managers and individual contributors). In addition to the numbers, the report reflects day-to-day learnings, and how were applying this knowledge to build trust and adapt as we go. Additionally, we have accomplished our $50 million commitment to create an investment fund focused on supporting Black and African American-owned small businesses. A small business must meet all of the following criteria to qualify for the HUBZone Program: The criteria used by the National LGBT Chamber of Commerce (NGLCC) are: A minority-owned business is a for-profit enterprise, regardless of size, physically located in the United States or its trust territories, which is owned, operated, and controlled by minority group members. View the 2021 Report Highlights Our communities inspire our progress We strive to create an environment that brings the power of diversity to lifewhere people with different backgrounds and experiences thrive in both their professional and personal lives. Rooted in our culture at Microsoft is the idea that everyone belongs. It also includes an update to our 2020 Racial Equity Initiative. The percentage of men fell from 73.4% in 2018 to 72.3%. At least 35 percent of its employees must reside in a HUBZone. There are no limits to what people can achieve when technology reflects the diversity of everyone. Through our company-wide One Microsoft Diversity & Inclusion Plan, we are amplifying, accelerating, and activating a diverse and inclusive workplace. Currently, we are building longer term future partnerships with these organizations to share how Microsoft supports partners and founders and works collaboratively to support Black and African American-owned business growth. The group also serves as a resource to Hispanic and Latinx communities and organizations worldwide. After a company completes their diversity profile, procurement can review the suppliers information and determine if there is a potential match for appropriate opportunities. Microsoft started sharing its demographic data internally in the late 90s, then starting in 2014, we began regularly publishing our workforce demographics publicly on our website. Our 2022 Diversity & Inclusion Report is now live. We prioritize 15 international countries, aligning our corporate mission to impact diversity and inclusion globally. 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. Our representation data shows steady, continued growth year over year for many employee communities. BAM also partners with community organizations across its 15 chapters. NOTE: Submission of the application does not guarantee Microsoft supplier status. The Supplier Diversity Program serves as a bridge between diverse suppliers and Microsoft Procurement. Learn more about our progress to date below, in our 2021 Global Diversity & Inclusion Report published in October 2021, in our Fact Sheet published in June 2022, and in our 2022 Global Diversity & Inclusion Report published in October 2022. We are using data, technology, and partnership to help improve the lives of Black and African American people in the US, which also includes our employees and their communities. We're accountable to our commitments Our 2021 Diversity & Inclusion Report tracks our progress on our commitments to increase diversity and foster inclusion at Microsoft and in our communities. Our representation data shows steady, continued growth year over year for many employee communities. Meet some of the employees who are working on our Racial Equity Initiative. Watch the video Download the 2021 Report PDF Our different experiences connect us As a part of this effort, we are strengthening our support for Historically Black Colleges and Universities. National Minority Supplier Development Council We are strengthening our intentional career planning and talent development efforts across our entire workforce. The state of Diversity & Inclusion at Microsoft in 202. I encourage you all to read thefull reportto explore much more detailed data, insights, employee stories, initiatives and learnings. Some key highlights: At Microsoft we continue to have pay equity Globally, we are a more diverse Microsoft . The fourth annual report released on Thursday shared data in new metrics as well, including the percent of U.S. workers with military . Our three focus areas include strengthening our communities, increasing representation and strengtheninginclusion and engaging our ecosystems. Growing global networks, enhancing business acumen, building skills, and leadership development have never been more important. We are investing to increase the number of Black and African American owned partners in the US to improve access to capital, provide financing to support cash flow needs, and implement training programs. Enabling employment diversity and inclusion, the Microsoft Global Workplace Services (GWS) partners with vendors and employment agencies, creating job opportunities for people with intellectual/developmental disabilities (I/DD) at Microsoft facilities across the globe. As we continue to accelerate our momentum, we're focused not only on representation but on innovating to strengthen . We need to ensure that our culture of inclusion is a top priority for everyone. Representation across Asian, Black and African American, Hispanic and Latinx, and multiracial employee populations in our core U.S. workforce has increased for each group since last year: Information provided will be used to create a business profile. Our actions and supporting inclusive economic opportunity Our commitment to helping people realize their potential extends from our products to our procurement practices to you, the supplier. 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. microsoft published its most comprehensive report yet on diversity and inclusion tuesday morning, including an "inclusion index" indicating that 88 percent of the company's employees express. Microsoft Procurement encourages buyers to consider using diverse suppliers whenever possible and tracks diverse spend as one of the companys top metrics. The Microsoft Black Partner Growth Initiative is dedicated to providing access to a global community, technical enablement, and key resources available through the Microsoft Partner Network.

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