Home Artificial Intelligence Microsoft’s 2023 Variety and Inclusion Report: A decade of transparency, dedication and progress

Microsoft’s 2023 Variety and Inclusion Report: A decade of transparency, dedication and progress

Microsoft’s 2023 Variety and Inclusion Report: A decade of transparency, dedication and progress


Immediately, I’m sharing Microsoft’s 2023 World Variety & Inclusion Report — our fifth consecutive annual report and the tenth 12 months of releasing our world workforce demographic information. As we mark this milestone, a few key features about our firm’s work on variety and inclusion (D&I) stand out: Our journey is ever evolving, and our focus and progress are constant, each of that are important to delivering on Microsoft’s mission to empower each particular person and each group on the planet to attain extra.

This 12 months’s report reveals that we proceed to be a extra numerous Microsoft at this time than we have now ever been. Taking a look at this 12 months’s information in addition to our cumulative efforts, it’s clear that we’re driving optimistic change. The information we share can be a robust software for us to grasp with precision the place we have to focus and speed up our work. This 12 months, amid an evolving macroeconomic atmosphere, our firm — like many others — made intentional organizational and workforce changes to satisfy the strategic calls for of the enterprise, which impacted our charge of progress in some areas. Whereas there’s extra work to be performed, I’m motivated by our ongoing progress and sustained efforts on rising illustration and strengthening a tradition of inclusion, as detailed on this 12 months’s report.

Key highlights

  • The illustration of ladies and most racial and ethnic minority teams (Asian, Black and African American, Hispanic and Latinx, and multiracial staff) has elevated in any respect ranges over the previous 5 years.
  • We maintained or grew illustration inside a number of management ranges for ladies and U.S. racial and ethnic minority teams 12 months over 12 months.
    • The illustration of ladies in Govt roles is 29.1%, a 3.2 proportion level improve 12 months over 12 months. This was the best year-over-year Govt illustration progress throughout ladies, males, and U.S. racial and ethnic teams in 2023.
    • The variety of Black and African American Administrators, Companions and Executives (together with Folks Managers and Particular person Contributors) rose to 107.8% of our 2025 Racial Fairness Initiative dedication, up from 92.0% in 2022.
    • The variety of Hispanic and Latinx Administrators, Companions and Executives (together with Folks Managers and Particular person Contributors) elevated to 74.8% of our 2025 Racial Fairness Initiative dedication, up from 57.6% in 2022.
  • Whereas hiring quantity slowed, hiring illustration was better than or equal to illustration for ladies and all racial and ethnic minority teams besides Native American and Alaska Native.
  • At Microsoft, we’re dedicated to the precept of pay fairness, which accounts for components that legitimately affect complete pay together with issues like job title, degree and tenure. As of September 2023:
    • Contained in the U.S., all racial and ethnic minority teams who’re rewards-eligible mixed earn $1.007 complete pay for each $1.000 earned by U.S. rewards-eligible white staff with the identical job title and degree and contemplating tenure.
    • Contained in the U.S., ladies who’re rewards-eligible earn $1.007 complete pay for each $1.000 earned by rewards-eligible staff who’re males and have the identical job title and degree, and contemplating tenure; outdoors the U.S., ladies who’re rewards-eligible earn $1.003 complete pay for each $1.000 earned by rewards-eligible staff who’re males and have the identical job title and degree, and contemplating tenure.
  • Final 12 months, we started voluntarily disclosing median unadjusted pay evaluation, which gathers the whole pay quantities for all staff throughout an organization — no matter components resembling job title, degree or tenure — types these quantities by worth, after which identifies the quantity that’s within the center, or median, of all of these information factors. The distinction between that median pay quantity for any two worker teams is known as a median unadjusted pay hole.
    • As of September 2023, our evaluation reveals that we have now made progress in narrowing the median unadjusted pay hole for ladies within the U.S., ladies outdoors of the U.S., and Asian, Black and African American, and Hispanic and Latinx staff within the U.S.
    • As we proceed to extend illustration for ladies and racial and ethnic minority teams at extra senior ranges, and proceed to make sure pay fairness for all, the hole between the medians will proceed to cut back.

New information

Hires information: As probably the most clear firms of our measurement in terms of the variety and inclusion information we share, we’re regularly evaluating the place we are actually and the place we intention to be. That’s the reason, along with the intensive information we already share, we’re reporting on exterior hires illustration for ladies and men globally and race and ethnicity within the U.S. for the primary time. This information displays the hires of members of a selected group as a proportion of complete worker hires inside the respective fiscal 12 months. Hires illustration being larger than headcount illustration is among the components that might improve a bunch’s illustration within the workforce. This previous fiscal 12 months, hires illustration was better than headcount illustration for ladies in addition to Asian, Black and African American, Hispanic and Latinx, and multiracial staff.

Self-ID information: At Microsoft, Self-ID helps us acknowledge the totally different identities, experiences and wishes of the whole workforce. By way of voluntary Self-ID, staff will help Microsoft make better-informed, extra inclusive choices about significant advantages and packages that meet their wants in numerous phases of life, flex to their pursuits, and enrich their lives. Self-ID is on the market globally in 46 markets with some variation, as dictated by native legal guidelines, practices and customs. We proceed to evolve self-identification choices for workers to be as inclusive as attainable.

This 12 months, we’re sharing extra self-identification (Self-ID) information on Asian sub-identities within the U.S. to additional spotlight the significance of id and the influence of self-identification. This comes after increasing the choices for Asian staff within the U.S. who need to determine their backgrounds in further element final 12 months. The Asian neighborhood is the one largest racial and ethnic minority group inside our firm, with greater than 20 sub-identities.

Worker survey information

Along with our demographic information, we share worker survey information in our D&I report every year, which helps us assess the influence of our D&I efforts so we will higher perceive tips on how to shut the hole between the tradition of inclusion we aspire to and the lived experiences of everybody at Microsoft. We’ve got continued to speculate in experiences, habits and group modifications, in addition to prioritization of retention and growth. This 12 months, significant insights embody:

  • This 12 months, 96.4% of staff reported some degree of consciousness of the idea of allyship, which is a cornerstone of our progress mindset method to D&I. That is up from 90.3% in 2022 and 65.0% in 2019, once we first began asking staff about their consciousness.
  • The typical rating for the survey query asking staff in the event that they perceive what is predicted of them to contribute to a extra numerous and inclusive atmosphere elevated from 82 to 84 globally 12 months over 12 months, and from 80 to 83 within the U.S. Moreover, the typical rating elevated 12 months over 12 months for males, ladies and each racial and ethnic group.

Inclusion spotlights

Whereas information is necessary, it doesn’t inform the entire story. By way of six Inclusion Spotlights, this 12 months’s report shares extra particulars on a number of the individuals, packages and initiatives that display how we put money into and innovate for D&I.

  • World technique, native implementation: We discover how the worldwide Microsoft workforce activated round D&I this previous 12 months in methods related and significant to native staff and communities to drive optimistic change.
  • Inclusion from the beginning: We shine a highlight on New Worker Orientation (NEO) in addition to the Nuance acquisition and discover methods we introduce a tradition of inclusion to new staff or combine firms we purchase into our inclusive tradition.
  • Self-expression in our merchandise: We join how technical and D&I experience come collectively to tell new self-expression instruments, together with profile movies, pronouns and title pronunciation.
  • Modern studying: We delve into a few of our studying choices, knowledgeable by a variety of communities and consultants, that allow staff to deepen their understanding and take intentional motion for significant progress.
  • D&I Core Precedence: We share the evolution and influence of the D&I Core Precedence, an accountability method that units Microsoft aside.
  • AI & D&I: We have a look at how we construct belief by our accountable AI technique and inclusive AI options.

As we glance forward, we’re unwavering in our focus to draw, develop and retain a workforce that displays a variety of backgrounds, expertise and experiences. We assist staff’ careers by intentional expertise administration, entry and profession mobility throughout all ranges of our group. To additional assist this, our staff and my function have just lately advanced to incorporate expertise growth efforts along with world D&I work. This organizational alignment permits us to additional embed D&I into all our expertise practices in an effort to speed up illustration progress.

We consider our continued work to construct numerous workforces and strengthen our tradition of inclusion helps foster innovation and serve our enterprise and buyer wants. I’m assured that our mixed momentum and dedication will solely gas further methods for us to leverage our sources with intention, driving progress towards a extra numerous and inclusive Microsoft.




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