Microsoft’s 2024 Global Diversity & Inclusion Report: Our most global, transparent report yet

Today I’m sharing Microsoft’s Diversity and Inclusion Report 2024our most global and transparent report to date. This marks our sixth consecutive annual report and eleventh year of sharing our global workforce data, highlighting our progress and areas of opportunity.

Our continued focus on diversity and inclusion is directly linked to our inherently inclusive mission — to empower every person and every organization on the planet to achieve more, enabling us to innovate in the era of artificial intelligence. As we approach our company’s 50th anniversary, we remain deeply committed to D&I because it is what creates transformational solutions to the most complex challenges for customers, partners and the world.

Key data

We collect a range of data that is presented in specific ways throughout the report. In the next section it is important to understand the difference between our *It expands Microsoft’s business and our**Microsoft’s core business.

New and expanded data

• Data Centers: As we lead AI platform change, our workforce continues to expand to include employees with diverse backgrounds and roles, and we sharing new data this year on the ever-increasing population of employees in data center roles. The data center employee population will grow 23.9% globally and 28.9% in the US in 2024, more than tripling from 2020.
• In our most global report to date, we’ve expanded new global Self-ID data include indigenous and military personnel, as well as persons with disabilities. For example, 5.7% of global employees in our core Microsoft business identified as having a disability, an increase of 0.2 percentage points over the previous year.
• We still have equal wages. For the analysis of the median unadjusted salary, the data show that we have made progress in closing the gap. This year we have expanded a pay equity analysis and an analysis of mean unadjusted wages to include not only women inside and outside the US, but also a combined view of women globally. Increasing the representation of women and racial and ethnic minority groups at senior levels, combined with maintaining pay equity for all, will continue to reduce the mean unadjusted pay gap.

National team

• Representation of women in our core Microsoft workforce is 31.6%, an increase of 0.4 percentage points over the previous year. Additionally, the representation of women in technical jobs is 27.2%, which is an increase of 0.5 percentage points from year to year.
• The representation of women in our core Microsoft workforce increased year-over-year at all levels of leadership except executive.
• Black and African-American leadership representation in our core Microsoft workforce at the Partner + Executive level increased to 4.3%, an increase of 0.5 percentage points year over year. Leadership representation in our core Microsoft workforce of Hispanic and Hispanic employees at the executive level increased to 4.6%, an increase of 0.8 percentage points year over year.
• In our broader Microsoft workforce, racial and ethnic minority representation is 53.9%, an increase of 0.6 percentage points over the previous year.

Culture and inclusion in focus

Employee sentiment and engagement

• Our semi-annual Employee signals The survey focuses on the employee experience and helps us deepen our understanding so we can adjust our efforts where needed. These insights show that employees continue to feel like they’re thriving, with a global and US score of 76. Within Employee Signals, we’re focused on thriving, which we define as “being energized and empowered to do meaningful work.” This is designed to measure an employee’s sense of purpose, which is important for personal and professional fulfillment. We survey employees on three dimensions of advancement: feeling energized, feeling empowered, and doing meaningful work.
• Results from our Daily Signals survey show that employee perceptions of Microsoft’s commitment to creating a more diverse and inclusive workplace rose two points year over year to an average score of 79.
• Since introducing the concept of employee allyship in 2018, we have inspired and driven a positive impact on our culture. In June 2024, 95.6% of employees reported some level of awareness of the concept of allyship, up from 65.0% in 2019 when we first started surveying employees about their awareness.

A commitment that spans decades

Our annual D&I report not only reviews our data, but also illuminates the deliberate strategy and actions that have helped us move forward in our company’s journey.

Examples include:

• As one of the first Fortune 500 companies to extend anti-discrimination policies and benefits to LGBTQIA+ employees in 1989.
• We announce ours Racial Equality Initiative in June 2020, outlining the actions and progress we expect by 2025 to help address racial injustice and inequality in the US for Black and African American communities.
• Launching comprehensive D&I learning simulations in 2021, allowing employees to practice key D&I skills, such as recognizing and addressing bias, responding to microaggressions, and demonstrating effective allyship.
• Building on more than a decade of helping retrain military service members through our Microsoft Software and Systems Academy (MSSA), this year expand this skill opportunity train military spouses for portable, in-demand IT roles.
• We present pronouns and features of self-expression in Microsoft 365, an innovation that was directly brought to fruition as we listened and collaborated with customers, partners and employees who asked for these features.

A mission as brave as ours

At Microsoft, we are guided by our mission, worldview and culture. Our mission is why; drives our action. Our worldview is what shapes our strategy and products. Culture is how it influences everything with a focus on growth and innovation. Culture is also who: who makes up the workforce, who serves our customers, who innovates the future of technology. Workforce diversity, combined with inclusion, unlocks individual and collective potential. That’s what it takes to stay relevant, compete in big numbers, and win.

Every person. Every organization. Every day. Everywhere.

Here’s to progress for the next 50 years.

Lindsay-Rae

Notes

* Broader Microsoft business: Includes core Microsoft business, plus minimally integrated businesses. Employees of joint ventures and newly acquired companies are not included in the data, including Activision, Blizzard and King. LinkedIn was acquired in December 2016, GitHub was acquired in June 2018, and Activision, Blizzard, and King were acquired in October 2023. We provide standalone data for these three acquisitions. Nuance Communications was acquired in March 2022 and fully integrated in August 2023.

**Core Microsoft business: Represents 88.4% of the broader Microsoft workforce worldwide.

tags: Diversity and Inclusion Report