An earlier model of the weblog was posted with some numerical errors. This was as a result of a technical situation, which has now been resolved.

Right now, I’m sharing Microsoft’s 2020 Diversity and Inclusion report, which comes at a time marked by the continuing COVID-19 pandemic, amplified acts of racial injustice, and the fact of world uncertainty.

This yr’s report focuses on three core areas along with the information: the ways in which range and inclusion is built-in into our worker pandemic response, our commitments to addressing racial injustice, and our funding within the Allyship at Microsoft studying path. The report additionally contains:

  • For the primary time, our information on the variety of staff within the U.S. who self-identify as having a incapacity;
  • An expanded take a look at our international equal pay information together with 10 of the biggest markets exterior of the U.S.;
  • A more in-depth take a look at our Inclusion Index and the varied methods we obtain insights on how staff expertise our efforts to strengthen our tradition of inclusion; and
  • A extra international mixture of worker voices and experiences throughout a spread of communities, identities, and geographies.

The information reveals regular progress

Microsoft began publicly sharing its annual workforce demographics in 2014. This yr’s report displays the developments and learnings over our 5 most up-to-date demographic information disclosures.

The next information displays Microsoft only; it doesn’t embody our broader household of firms[1] (LinkedIn, GitHub, and our minimally built-in gaming studios), nor does it embody new acquisitions and joint ventures.

  • Various illustration: Total, now we have seen some modest beneficial properties since 2019 together with amongst ladies who now signify 28.6% of the worldwide Microsoft workforce, a rise of 1.Zero share level since final yr. Nonetheless, racial and ethnic minority communities have largely seen incremental progress and there’s nonetheless a lot work to be finished.
    • Black or African American staff signify 4.9% of our U.S. workforce, up 0.three share factors since 2019.
    • Hispanic and Latinx staff signify 6.6% of our U.S. workforce, up 0.three share factors since 2019.
    • Native American, Alaska Native, Native Hawaiian, and Pacific Islander staff signify 0.7% of our U.S. workforce, and this quantity has remained the identical since final yr.
    • Asian staff, which embody greater than a dozen totally different ethnic teams, signify 34.7% of our U.S. workforce, a rise of 1.6 share factors in comparison with 2019.
  • We see clear alternative to enhance illustration throughout all ranges and roles, particularly for Black and African American and Hispanic and Latinx staff. We’re prioritizing our current commitments to strengthen our intentional profession planning and expertise growth efforts on the trail to senior management.
    • Black and African American staff are 4.9% of our U.S. workforce and 5.2% of particular person contributors, however solely 2.9% of managers, 2.6% of administrators, and 2.9% of companions + executives.
    • Hispanic or Latinx staff are 6.6% of our U.S. workforce and 6.8% of particular person contributors, however solely 5.4% of managers, 4.8% of administrators, and 4.4% of companions + executives.

Persevering with to speed up management and expertise growth, programs of accountability, and strengthening our tradition of inclusion are along with the excellent work we have already got underway.

Our pandemic response

When the COVID-19 pandemic began to quickly shift how we dwell and work, it amplified variations in our lived experiences, revealing many social inequities that would beforehand stay hidden from work. When college closures and caregiving restrictions upended household dynamics and divisions of labor, we supported our workforce by means of caregiver leave programs, which gave all staff versatile time without work to assist handle distant studying transitions and steadiness take care of family members. We additionally supported our staff by means of the transition to distant work by serving to to cowl prices of ergonomic workplace furnishings and guaranteeing that everybody might entry quite a lot of instruments and sources to assist psychological well-being and psychological well being. Empathy for each other has been important as we every navigate this difficult yr and steadiness work life.

Our commitments addressing racial injustice

In June,  our CEO Satya Nadella outlined our commitments to enhance range in illustration and strengthen our tradition of inclusion inside our firm, have interaction our ecosystem to drive change, and strengthen the communities wherein we dwell and work. These efforts, targeted on addressing the distinctive expertise of Black and African American communities within the U.S., embody short- and long-term, multi-year, sustained actions to speed up our range and inclusion work.

We are early in our journey – solely 1 / 4 has handed since we shared our commitments, however our actions have been intentional and steadfast. Whereas our illustration targets span a five-year dedication, we are taking steps ahead and needed to share a couple of examples of our updates:

  • In an effort to  enhance illustration inside our firm and strengthen our tradition of inclusion, we are increasing our inner applications for midlevel and director degree staff, which give alternatives for profession development whereas additionally serving to to assist managers in nurturing various expertise. This  builds on the work we have already established in profession and expertise growth.
  • As we glance to  have interaction our ecosystem, we’re working with companions in banking and enterprise to create alternatives. One instance is the Clear Vision Impact Fund, which we launched in partnership with Black-owned and operated Siebert Williams Shank Financial institution, with an preliminary $25 million anchor funding. The fund will assist the development and working capital in small- and medium-sized companies, with a focus on minority-owned companies.
  • To assist  strengthen our communities, in August we introduced a community skills program that can present $5 million in grants to nonprofits serving communities of shade. We’re additionally increasing the pipeline of various expertise by means of ongoing work with Historically Black Universities and Colleges (HBCUs), and now we have created a brand new grant program to assist HBCU college advance their work round information and laptop science.

Our progress might be ongoing, and we are going to proceed to present our staff updates in our City Corridor and worker Q&As and on our intranet.We will even present complete updates on our progress in future annual range and inclusion studies.

Understanding our funding in allyship

At Microsoft, we imagine everybody at each degree performs a job in creating a various and inclusive work atmosphere, and that allyship habits is vital. An ally is somebody who makes the intentional determination to grasp, empathize, and act in assist of another person. It isn’t an id – quite it’s a lifelong dedication and apply.

Grounded in neuroscience, the Allyship at Microsoft studying path helps us perceive ourselves and encourages us to take accountability for our particular person studying. What began in July 2019 as a voluntary studying program has since developed right into a required coaching that gives our greater than 160,000 international staff a shared language and understanding of the function we every play in making a tradition of inclusion. That is particularly essential for a world group, and at a time when there are numerous interpretations in broader society of what allyship means. We’re already seeing optimistic progress as our communities undertake the coaching: By September of this yr, simply two months after the primary 4 introductory programs of this system have been made obligatory for all core Microsoft staff, 24% – or greater than 35,000 members of the workforce – had accomplished these modules.

I encourage you all to learn the full report to discover way more detailed information, insights, worker tales, initiatives and learnings.

[1] For information on the broader Microsoft household of firms, please go to pages 9-11 of the report.


Tags: diversity, Diversity and Inclusion Report, inclusion

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