New data<\/strong><\/h2>\nHires data:<\/strong> As one of the most transparent companies of our size when it comes to the diversity and inclusion data we share, we are continually evaluating where we are now and where we aim to be. That is why, in addition to the extensive data we already share, we\u2019re reporting on external hires representation for women and men globally and race and ethnicity in the U.S. for the first time. This data reflects the hires of members of a particular group as a percentage of total employee hires within the respective fiscal year. Hires representation being higher than headcount representation is one of the factors that could increase a group\u2019s representation in the workforce. This past fiscal year, hires representation was greater than headcount representation for women as well as Asian, Black and African American, Hispanic and Latinx, and multiracial employees.<\/p>\nSelf-ID data:<\/b> At Microsoft, Self-ID helps us recognize the different identities, experiences and needs of the entire workforce. Through voluntary Self-ID, employees can help Microsoft make better-informed, more inclusive decisions about meaningful benefits and programs that meet their needs in various stages of life, flex to their interests, and enrich their lives. Self-ID is available globally in 46 markets with some variation, as dictated by local laws, practices and customs. We continue to evolve self-identification options for employees to be as inclusive as possible.<\/p>\n
This year, we\u2019re sharing more self-identification (Self-ID) data on Asian sub-identities in the U.S. to further highlight the importance of identity and the impact of self-identification. This comes after expanding the options for Asian employees in the U.S. who want to identify their backgrounds in additional detail last year. The Asian community is the single largest racial and ethnic minority group within our company, with more than 20 sub-identities.<\/p>\n
Employee survey data<\/strong><\/h2>\nIn addition to our demographic data, we share employee survey data in our D&I report each year, which helps us assess the impact of our D&I efforts so we can better understand how to close the gap between the culture of inclusion we aspire to and the lived experiences of everyone at Microsoft. We have\u202fcontinued to invest\u202fin experiences,\u202fbehavior and organization changes, as well as prioritization of retention and\u202fdevelopment.\u202fThis year, meaningful insights include:<\/p>\n
\n- This year, 96.4% of employees reported some level of awareness of the concept of allyship, which is a cornerstone of our growth mindset approach to D&I. This is up from 90.3% in 2022 and 65.0% in 2019, when we first started asking employees about their awareness.<\/li>\n
- The average score for the survey question asking employees if they understand what is expected of them to contribute to a more diverse and inclusive environment increased from 82 to 84 globally year over year, and from 80 to 83 in the U.S. Additionally, the average score increased year over year for men, women and every racial and ethnic group.<\/li>\n<\/ul>\n
Inclusion spotlights<\/strong><\/h2>\nWhile data is important, it does not tell the whole story. Through six Inclusion Spotlights, this year\u2019s report shares more details on some of the people, programs and initiatives that demonstrate how we invest in and innovate for D&I.<\/p>\n
\n- Global strategy, local implementation: We explore how the global Microsoft workforce activated around D&I this past year in ways relevant and meaningful to local employees and communities to drive positive change.<\/li>\n
- Inclusion from the start: We shine a spotlight on New Employee Orientation (NEO) as well as the Nuance acquisition and explore ways we introduce a culture of inclusion to new employees or integrate companies we acquire into our inclusive culture.<\/li>\n
- Self-expression in our products: We connect how technical\u202fand D&I expertise come\u202ftogether to inform new\u202fself-expression tools,\u202fincluding profile videos, pronouns and\u202fname pronunciation.<\/li>\n
- Innovative learning: We delve into some of our learning offerings, informed by a range of communities and experts, that enable employees to deepen\u202ftheir understanding and\u202ftake intentional action for\u202fmeaningful progress.<\/li>\n
- D&I Core Priority: We share the\u202fevolution and impact of the D&I Core Priority, an accountability approach that sets Microsoft apart.<\/li>\n
- AI & D&I: We look at how we build trust through our responsible AI strategy and inclusive AI solutions.<\/li>\n<\/ul>\n
As we look ahead, we are unwavering in our focus to attract, develop and retain a workforce that reflects a diversity of backgrounds, skills and experiences.\u202fWe support employees\u2019 careers <\/span>through intentional talent management, access and career mobility across all levels of our organization. To further support this, our team and my role have recently evolved to include talent development efforts in addition to global D&I work. This organizational alignment allows us to further embed D&I into all our talent practices in an effort to accelerate representation progress.<\/span><\/p>\nWe believe our continued work to build diverse workforces and strengthen our culture of inclusion helps foster innovation and serve our business and customer needs. I am confident that our combined momentum and commitment will only fuel additional ways for us to leverage our resources with intention, driving progress toward a more diverse and inclusive Microsoft.<\/p>\n
Tags: Diversity and Inclusion Report<\/a><\/p>\n<\/p><\/div>\n