Right now, I’m sharing Microsoft’s 2024 Range & Inclusion Report, our most world and clear report back to date. This marks our sixth consecutive annual report and the eleventh 12 months sharing our world workforce knowledge, highlighting our progress and areas of alternative.
Our ongoing concentrate on variety and inclusion is immediately tied to our inherently inclusive mission — to empower each particular person and each group on the planet to attain extra, enabling us to innovate within the period of AI. As we method our firm’s fiftieth anniversary, we stay deeply dedicated to D&I as a result of it’s what creates transformational options to probably the most advanced challenges for purchasers, companions and the world.
Key knowledge
We collect a spread of information, which is introduced in particular methods all through the report. Within the following part, it is very important perceive the excellence between our *Broader Microsoft enterprise and our **Core Microsoft enterprise.
New and expanded knowledge
- Datacenters: As we lead the AI platform shift, our workforce continues to develop to incorporate staff with different backgrounds and roles, and we’re sharing new knowledge this 12 months on a rising worker inhabitants in datacenter roles. The inhabitants of datacenter staff grew 23.9% globally and 28.9% within the US in 2024, greater than tripling since 2020.
- In our most world report back to date, we expanded new world Self-ID knowledge to incorporate Indigenous and army staff, in addition to these with disabilities. For instance, 5.7% of world staff in our core Microsoft enterprise self-identified as having a incapacity, a rise of 0.2 share factors 12 months over 12 months.
- We proceed to have pay fairness. For median unadjusted pay evaluation, the info reveals we now have made progress in narrowing the gaps. This 12 months we expanded pay fairness evaluation and median unadjusted pay evaluation to not solely embody girls inside and out of doors the US, but in addition embody a mixed view of ladies globally. Growing illustration for ladies and racial and ethnic minority teams at extra senior ranges, mixed with sustaining pay fairness for all, will proceed to scale back the median unadjusted pay hole.
Illustration
- Illustration of ladies in our core Microsoft workforce is 31.6%, a rise of 0.4 share factors 12 months over 12 months. Moreover, the illustration of ladies in technical roles is 27.2%, a rise of 0.5 share factors 12 months over 12 months.
- Illustration of ladies in our core Microsoft workforce rose 12 months over 12 months in any respect management ranges besides Government.
- Management illustration in our core Microsoft workforce of Black and African American staff on the Accomplice + Government stage grew to 4.3%, a rise of 0.5 share factors 12 months over 12 months. Management illustration in our core Microsoft workforce of Hispanic and Latinx staff on the Government stage rose to 4.6%, a rise of 0.8 share factors 12 months over 12 months.
- In our broader Microsoft workforce, illustration of racial and ethnic minority teams is 53.9%, a rise of 0.6 share factors 12 months over 12 months.
Tradition and inclusion in focus
Worker sentiment and engagement
- Our semi-annual Worker Indicators survey focuses on worker expertise and helps us deepen our understanding so we will modify our efforts the place wanted. These insights present that staff proceed to really feel like they’re thriving, with a world and US rating of 76. Inside Worker Indicators, we concentrate on thriving, which we outline as “being energized and empowered to do significant work.” That is designed to measure staff’ sense of objective, which is essential to private {and professional} achievement. We survey staff on three dimensions of thriving: Feeling energized, feeling empowered and doing significant work.
- Our Day by day Indicators survey outcomes point out worker perceptions round Microsoft’s dedication to making a extra various and inclusive office elevated two factors 12 months over 12 months to a mean rating of 79.
- Since introducing the idea of allyship to staff in 2018, we now have impressed and led a optimistic affect on our tradition. As of June 2024, 95.6% of staff reported some stage of consciousness of the idea of allyship, up from 65.0% in 2019 after we first began asking staff about their consciousness.
A dedication that spans a long time
Our annual D&I report not solely evaluations our knowledge, but in addition illuminates the intentional technique and actions which have helped us make progress throughout our firm’s journey.
Examples embody:
- Being one of many first Fortune 500 corporations to develop antidiscrimination coverage and advantages to LGBTQIA+ staff in 1989.
- Asserting our Racial Fairness Initiative in June 2020, outlining actions and progress we anticipate to make by 2025 to assist deal with racial injustice and inequity within the US for Black and African American communities.
- Launching immersive D&I studying simulations in 2021, permitting staff to follow essential D&I expertise, corresponding to recognizing and addressing bias, responding to microaggressions and demonstrating efficient allyship.
- Constructing on greater than a decade of serving to to reskill army service members by our Microsoft Software program and Techniques Academy (MSSA), and this 12 months increasing this skilling alternative to coach army spouses for transportable, in-demand IT roles.
- Introducing pronouns and self-expression options in Microsoft 365, an innovation introduced on to fruition as a result of we listened to, and collaborated with, prospects, companions and staff who requested for these options.
A mission as daring as ours
At Microsoft, we’re guided by our mission, worldview and tradition. Our mission is the why; it drives our actions. Our worldview is the what, shaping our technique and merchandise. Tradition is the how, influencing the whole lot with a concentrate on progress and innovation. Tradition can also be the who: Who makes up the workforce, who providers our prospects, who innovates the way forward for tech. The range of the workforce, mixed with inclusion, unlocks particular person and collective potential. That is what is critical to remain related, compete at scale and win.
Each particular person. Each group. Day-after-day. All over the place.
Right here’s to creating progress for the following 50 years.
Lindsay-Rae
Notes
* Broader Microsoft enterprise: Contains the core Microsoft enterprise, plus minimally built-in corporations. Staff of joint ventures and newly acquired corporations are usually not included within the knowledge, together with Activision, Blizzard, and King. LinkedIn was acquired in December 2016, GitHub was acquired in June 2018, and Activision, Blizzard, and King have been acquired in October 2023. We offer standalone knowledge for these three acquisitions. Nuance Communications was acquired in March 2022 and absolutely built-in in August 2023.
**Core Microsoft enterprise: Represents 88.4% of the worldwide broader Microsoft workforce.