{"id":119620,"date":"2020-10-21T16:07:32","date_gmt":"2020-10-21T16:07:32","guid":{"rendered":"https:\/\/news.microsoft.com\/?p=439643"},"modified":"2020-10-21T16:07:32","modified_gmt":"2020-10-21T16:07:32","slug":"microsofts-2020-diversity-inclusion-report-a-commitment-to-accelerate-progress-amidst-global-change","status":"publish","type":"post","link":"https:\/\/sickgaming.net\/blog\/2020\/10\/21\/microsofts-2020-diversity-inclusion-report-a-commitment-to-accelerate-progress-amidst-global-change\/","title":{"rendered":"Microsoft\u2019s 2020 Diversity &amp; Inclusion report: a commitment to accelerate progress amidst global change"},"content":{"rendered":"<div><img decoding=\"async\" src=\"https:\/\/www.sickgaming.net\/blog\/wp-content\/uploads\/2020\/10\/microsofts-2020-diversity-inclusion-report-a-commitment-to-accelerate-progress-amidst-global-change.jpg\" class=\"ff-og-image-inserted\"><\/div>\n<p>Today, I am sharing <a href=\"https:\/\/aka.ms\/2020DIReport\">Microsoft\u2019s 2020 Diversity and Inclusion report<\/a>, which comes at a time marked by the ongoing COVID-19 pandemic, amplified acts of racial injustice, and the reality of global uncertainty.<\/p>\n<p>This year\u2019s 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 learning path. The report also includes:<\/p>\n<ul>\n<li>For the first time, our data on the number of employees in the U.S. who self-identify as having a disability;<\/li>\n<li>An expanded look at our global equal pay data including 10 of the largest markets outside of the U.S.;<\/li>\n<li>A closer look at our Inclusion Index and the various ways we receive insights on how employees experience our efforts to strengthen our culture of inclusion; and<\/li>\n<li>A more global mix of employee voices and experiences across a range of communities, identities, and geographies.<\/li>\n<\/ul>\n<p><strong><em>The data shows steady progress <\/em><\/strong><\/p>\n<p>Microsoft started publicly sharing its annual workforce demographics in 2014. This year\u2019s report reflects the trends and learnings over our five most recent demographic data disclosures.<\/p>\n<p>The following data reflects <a href=\"https:\/\/aka.ms\/2020DIReport-CoreData\"><strong>Microsoft only<\/strong><\/a>; it does not include our broader family of companies<a href=\"https:\/\/blogs.microsoft.com\/blog\/2020\/10\/21\/microsofts-2020-diversity-inclusion-report-a-commitment-to-accelerate-progress-amidst-global-change\/#_ftn1\" name=\"_ftnref1\">[1]<\/a> (LinkedIn, GitHub, and our minimally integrated gaming studios), nor does it include new acquisitions and joint ventures.<\/p>\n<ul>\n<li><strong>Diverse representation: Overall, we have seen some modest gains since 2019 including among women who now represent 28.6% of the global Microsoft workforce, an increase of 1.0 percentage point since last year.<\/strong> However, racial and ethnic minority communities have largely seen incremental progress and there is still much work to be done.<\/li>\n<\/ul>\n<ul>\n<li>Black or African American employees represent <strong>9%<\/strong> of our U.S. workforce, up 0.3 percentage points since 2019.<\/li>\n<li>Hispanic and Latinx employees represent <strong>6%<\/strong> of our U.S. workforce, up 0.3 percentage points since 2019.<\/li>\n<li>Native American, Alaska Native, Native Hawaiian, and Pacific Islander employees represent <strong>7%<\/strong> of our U.S. workforce, and this number has remained the same since last year.<\/li>\n<li>Asian employees, which include more than a dozen different ethnic groups, represent <strong>7%<\/strong> of our U.S. workforce, an increase of 1.6 percentage points compared to 2019.<\/li>\n<\/ul>\n<ul>\n<li><strong>We see clear opportunity to improve representation across all levels and roles, especially for Black and African American and Hispanic and Latinx employees. <\/strong>We are prioritizing our recent commitments to strengthen our intentional career planning and talent development efforts on the path to senior leadership.<\/li>\n<\/ul>\n<ul>\n<li>Black and African American employees are <strong>9% <\/strong>of our U.S. workforce and <strong>5.2% <\/strong>of individual contributors, but only <strong>2.9% <\/strong>of managers, <strong>2.6% <\/strong>of directors, and <strong>2<\/strong>.<strong>9% <\/strong>of partners + executives.<\/li>\n<li>Hispanic or Latinx employees are <strong>6% <\/strong>of our U.S. workforce and <strong>6.8% <\/strong>of individual contributors, but only <strong>5.4% <\/strong>of managers, <strong>4<\/strong>.<strong>8% <\/strong>of directors, and <strong>4.4% <\/strong>of partners + executives.<\/li>\n<\/ul>\n<ul>\n<li>According to a survey of Microsoft\u2019s employees in the U.S., <strong>1%<\/strong> self-identify as having a disability. <a href=\"https:\/\/blogs.microsoft.com\/on-the-issues\/?p=64148\">Learn more about why we\u2019re including this data<\/a> and how it will guide us moving forward from Microsoft Chief Accessibility Officer Jenny Lay-Flurrie.<\/li>\n<\/ul>\n<p>Continuing to accelerate leadership and talent development, systems of accountability, and strengthening our culture of inclusion are in addition to the comprehensive work we already have underway.<\/p>\n<p><strong><em>Our pandemic response <\/em><\/strong><\/p>\n<p>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. When school closures and caregiving restrictions upended family dynamics and divisions of labor, we supported our workforce through <a href=\"https:\/\/aka.ms\/2020DIReport-pandemic\">caregiver leave programs<\/a>, which gave all employees flexible time off to help manage remote learning transitions and balance care for loved ones. We also supported our employees through the transition to remote work by helping to cover costs of ergonomic office furniture and ensuring that everyone could access a variety of tools and resources to support mental well-being and mental health. Empathy for one another has been essential as we each navigate this challenging year and balance work life.<\/p>\n<p><strong><em>Our commitments addressing racial injustice <\/em><\/strong><\/p>\n<p>In June, our CEO Satya Nadella <a href=\"https:\/\/blogs.microsoft.com\/blog\/2020\/06\/23\/addressing-racial-injustice\/\">outlined our commitments<\/a> to increase diversity in\u202frepresentation\u202fand\u202fstrengthen our culture of inclusion\u202fwithin our company, engage our ecosystem\u202fto\u202fdrive change, and strengthen the communities in which we live and work.\u202fThese efforts, focused on\u202faddressing the\u202funique experience of Black and African American communities in the U.S.,\u202finclude\u202fshort- and long-term,\u202fmulti-year, sustained actions\u202fto accelerate our\u202fdiversity and inclusion\u202fwork.<\/p>\n<p>We\u202fare early in our journey \u2013 only a quarter has passed\u202fsince we shared our commitments,\u202fbut\u202four\u202factions\u202fhave been\u202fintentional and steadfast. While our representation goals span a\u202ffive-year commitment,\u202fwe\u202fare\u202ftaking steps forward and wanted to share a few examples of our updates:<\/p>\n<ul>\n<li>In an effort to<strong>\u202fincrease representation within our company\u202fand strengthen our culture of inclusion<\/strong>,\u202fwe\u202fare\u202fexpanding\u202four\u202finternal\u202fprograms for midlevel and director level employees,\u202fwhich provide\u202fopportunities for\u202fcareer advancement while also helping\u202fto\u202fsupport managers in nurturing diverse talent.\u202fThis \u202fbuilds on the work we\u202fhave already established in\u202fcareer\u202fand talent\u202fdevelopment.<\/li>\n<li>As we look to\u202f<strong>engage our\u202fecosystem<\/strong>, we are\u202fworking with\u202fpartners in banking and business\u202fto create opportunities.\u202fOne example is\u202fthe\u202f<a href=\"https:\/\/www.globenewswire.com\/news-release\/2020\/08\/13\/2077984\/0\/en\/Siebert-Williams-Shank-Partners-with-Microsoft-to-Launch-Impact-Investment-Fund.html\">Clear Vision Impact Fund<\/a>,\u202fwhich we launched in\u202fpartnership with\u202fBlack-owned and operated Siebert Williams Shank Bank,\u202fwith\u202fan\u202finitial $25 million\u202fanchor&nbsp;investment. The fund will\u202fsupport\u202fthe\u202fgrowth\u202fand operating capital in small- and medium-sized businesses, with a&nbsp;focus&nbsp;on minority-owned businesses.<\/li>\n<li>To help \u202f<strong>strengthen our communities<\/strong>,\u202fin August\u202fwe\u202fannounced a \u202f<a href=\"https:\/\/news.microsoft.com\/on-the-issues\/2020\/09\/02\/digital-skills-grants-icstars-tech-diversity\/\">community skills program<\/a>\u202fthat will\u202fprovide $5 million in grants to nonprofits serving communities of color.\u202fWe are also expanding\u202fthe pipeline of diverse talent\u202fthrough <a href=\"https:\/\/aka.ms\/2020DIReport-RacialInjustice\">ongoing work\u202fwith Historically Black Universities and Colleges<\/a> (HBCUs), and we have\u202fcreated a new grant program to help\u202fHBCU\u202ffaculty advance their work around data and computer science.<\/li>\n<\/ul>\n<p>Our progress will be ongoing, and we will continue to\u202fprovide\u202four employees\u202fupdates\u202fin our Town Hall\u202fand employee\u202fQ&amp;As\u202fand\u202fon our intranet.<sup>\u202f<\/sup>We will also provide\u202fcomprehensive\u202fupdates on our progress in\u202ffuture\u202fannual diversity and inclusion\u202freports.<\/p>\n<p><strong><em>Understanding our investment in allyship <\/em><\/strong><\/p>\n<p>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. An ally is someone who makes the intentional decision to understand, empathize, and act in support of someone else. It is not an identity \u2013 rather it is a lifelong commitment and practice.<\/p>\n<p>Grounded in neuroscience, the <a href=\"https:\/\/aka.ms\/2020DIReport-allyship\">Allyship at Microsoft<\/a> learning path helps us understand ourselves and encourages us to take responsibility for our individual learning. What started in July 2019 as a voluntary learning program has since evolved into a required training that provides our more than 160,000 global employees a shared language and understanding of the role we each play in creating a culture of inclusion. This is especially important for a global organization, and at a time when there are many interpretations in broader society of what allyship means. We are already seeing positive progress as our communities adopt the training: By September of this year, just two months after the first four introductory courses of the program were made mandatory for all core Microsoft employees, <strong>24%<\/strong> \u2013 or more than 35,000 members of the workforce \u2013 had completed those modules.<\/p>\n<p>I encourage you all to read the&nbsp;full report&nbsp;to explore much more detailed data, insights, employee stories, initiatives and learnings.<\/p>\n<p><a href=\"https:\/\/blogs.microsoft.com\/blog\/2020\/10\/21\/microsofts-2020-diversity-inclusion-report-a-commitment-to-accelerate-progress-amidst-global-change\/#_ftnref1\" name=\"_ftn1\">[1]<\/a> For data on the broader Microsoft family of companies, please visit <a href=\"https:\/\/aka.ms\/2020DIReport-demographics\">pages 9-11 of the report<\/a>.<\/p>\n<p class=\"tag-list\">Tags: <a aria-label=\"See more stories about diversity\" href=\"https:\/\/blogs.microsoft.com\/blog\/tag\/diversity\/\" rel=\"tag\">diversity<\/a>, <a aria-label=\"See more stories about Diversity and Inclusion Report\" href=\"https:\/\/blogs.microsoft.com\/blog\/tag\/diversity-and-inclusion-report\/\" rel=\"tag\">Diversity and Inclusion Report<\/a>, <a aria-label=\"See more stories about inclusion\" href=\"https:\/\/blogs.microsoft.com\/blog\/tag\/inclusion\/\" rel=\"tag\">inclusion<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Today, I am sharing Microsoft\u2019s 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. This year\u2019s report focuses on three core areas in addition to the data: the ways that diversity and inclusion is integrated into our [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":119621,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[49],"tags":[58,50],"class_list":["post-119620","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-microsoft-news","tag-diversity","tag-recent-news"],"_links":{"self":[{"href":"https:\/\/sickgaming.net\/blog\/wp-json\/wp\/v2\/posts\/119620","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/sickgaming.net\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/sickgaming.net\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/sickgaming.net\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/sickgaming.net\/blog\/wp-json\/wp\/v2\/comments?post=119620"}],"version-history":[{"count":0,"href":"https:\/\/sickgaming.net\/blog\/wp-json\/wp\/v2\/posts\/119620\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/sickgaming.net\/blog\/wp-json\/wp\/v2\/media\/119621"}],"wp:attachment":[{"href":"https:\/\/sickgaming.net\/blog\/wp-json\/wp\/v2\/media?parent=119620"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/sickgaming.net\/blog\/wp-json\/wp\/v2\/categories?post=119620"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/sickgaming.net\/blog\/wp-json\/wp\/v2\/tags?post=119620"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}