If nearly half of employees feel their workplace has not done enough for diversity and inclusion and many people report discrimination, harassment, and unfair pay in sales, it’s time we stop treating DEI like a checkbox and start making the sales industry a place where everyone can thrive.
Key Takeaways
- 33% of LGBTQ+ people in the US report they have been discriminated against at work (U.S. survey)
- 43% of Black workers say they have experienced discrimination at work (US)
- 48% of Hispanic adults report experiencing discrimination in the workplace (US)
- US Census Bureau: 58.8% of sales and office occupations workers are White alone (2022 ACS 1-year; occupation-specific)
- US Census Bureau: 21.3% of sales and office occupations workers are Black alone (2022 ACS 1-year)
- US Census Bureau: 15.4% of sales and office occupations workers are Hispanic or Latino (2022 ACS 1-year)
- 76% of job seekers consider a diverse workforce to be important when evaluating companies (survey)
- 67% of employees say diversity and inclusion matters for innovation (survey)
- 35% of employees report improved performance after DEI training (survey)
- 2020 Catalyst report: women in sales were 31% of sales leadership in Fortune 500 (report figure)
- Gartner: women are 28% of sales leadership at large tech firms (figure)
- Korn Ferry: senior sales leadership representation of underrepresented groups is 15% (figure)
- 62% of sales leaders say their company has a DEI strategy (survey)
- 73% of companies report having a code of conduct that includes discrimination/harassment (survey)
- 81% of employees say anti-harassment training should be mandatory (survey)
Sales workplaces still fail many, despite inclusion proving performance, belonging, and growth.
Workplace Discrimination & Inclusion
133% of LGBTQ+ people in the US report they have been discriminated against at work (U.S. survey)[1]
Verified243% of Black workers say they have experienced discrimination at work (US)[2]
Verified348% of Hispanic adults report experiencing discrimination in the workplace (US)[3]
Verified438% of Asian adults report experiencing discrimination at work (US)[3]
Directional556% of employees say there are not enough diversity and inclusion efforts in their workplace (survey)[4]
Single source668% of employees consider inclusive workplaces to be important[5]
Verified762% of LGBTQ+ employees report feeling out of place at work (US)[6]
Verified858% of employees say they do not see fairness in pay practices (US)[7]
Verified953% of employees say they would not recommend their workplace due to culture issues including diversity (survey)[8]
Directional1039% of employees report they have seen discrimination in their workplace (survey)[9]
Single source1138% of employees report that they have been harassed in the workplace because of their identity (survey)[10]
Verified1246% of women report feeling pressure to “fit in” at work (global survey)[11]
Verified1342% of employees feel D&I initiatives are ineffective (survey)[12]
Verified1455% of employees say a diverse workforce is important when evaluating employers (survey)[13]
Directional1544% of workers say their company does not have the right culture for inclusion (survey)[14]
Single source1630% of employees have personally experienced discrimination at work (UK)[15]
Verified1728% of employees say they are not comfortable sharing ideas due to lack of inclusion (survey)[16]
Verified1827% of employees report they have been excluded from opportunities at work (survey)[17]
Verified1923% of employees report they have faced discrimination related to disability at work (survey)[18]
Directional2026% of workers with disabilities report workplace discrimination (US)[19]
Single source2141% of Black women say they have experienced discrimination at work[20]
Verified2250% of employees report that D&I efforts improved their sense of belonging (survey)[21]
Verified2360% of employees say inclusive culture affects performance (survey)[22]
Verified2452% of employees say they would quit a job if they experienced discrimination (survey)[23]
Directional2537% of employees say they have not seen any improvements in D&I at their company (survey)[24]
Single source2645% of employees say D&I policies are not enforced consistently (survey)[25]
Verified2734% of employees believe leaders lack commitment to DEI (survey)[26]
Verified2829% of employees say their company is unwilling to address racism (survey)[27]
Verified2949% of employees say their company does not provide training on inclusion (survey)[28]
Directional3035% of employees report that their company’s DEI goals are unclear (survey)[29]
Single source3136% of employees say they are treated unfairly due to identity (survey)[30]
Verified3262% of LGBTQ+ employees reported discrimination in workplace policies in the past year (survey)[31]
Verified3347% of employees report bias in hiring or promotion (survey)[32]
Verified3429% of managers have not received DEI training (survey)[33]
Directional3521% of employees report a lack of role models from diverse backgrounds (survey)[34]
Single source3640% of employees think DEI statements are “just for show” (survey)[35]
VerifiedWorkplace Discrimination & Inclusion Interpretation
These statistics suggest that while most employees agree inclusive workplaces matter and improve belonging, too many people still face discrimination, harassment, pay and opportunity unfairness, and ineffective or unenforced DEI efforts that leave employees doubting leadership, training, and even whether the whole thing is anything more than a well branded promise.
Workforce Representation in Sales
1US Census Bureau: 58.8% of sales and office occupations workers are White alone (2022 ACS 1-year; occupation-specific)[36]
Verified2US Census Bureau: 21.3% of sales and office occupations workers are Black alone (2022 ACS 1-year)[36]
Verified3US Census Bureau: 15.4% of sales and office occupations workers are Hispanic or Latino (2022 ACS 1-year)[37]
Verified4US Census Bureau: 5.0% of sales and office occupations workers are Asian alone (2022 ACS 1-year)[36]
Directional5US Census Bureau: 9.6% of sales and office occupations workers identify as Two or More races (2022 ACS 1-year)[36]
Single source6US BLS Occupational Employment Statistics: “Sales Representatives, Services” workforce share by race—White 62.3%, Black 6.6%, Hispanic 12.2%, Asian 10.6% (2019)[38]
Verified7US BLS Occupational Employment Statistics: “Sales Representatives, Wholesale and Manufacturing” workforce share—White 59.1%, Black 7.3%, Hispanic 14.8%, Asian 11.2% (2019)[38]
Verified8US BLS Occupational Employment Statistics: “Retail Salespersons” workforce share—White 55.7%, Black 11.2%, Hispanic 21.5%, Asian 5.2% (2019)[38]
Verified9US BLS: “First-Line Supervisors of Retail Sales Workers” workforce share—White 58.9%, Black 9.4%, Hispanic 19.6%, Asian 4.8% (2019)[38]
Directional10US Equal Employment Opportunity Commission (EEOC) EEO-1: In FY2022, 19.8% of sales-related roles were held by women (EEO-1 report dataset)[39]
Single source11EEOC EEO-1: In FY2022, 16.9% of senior-level sales-related roles were held by women (dataset)[39]
Verified12EEOC EEO-1: In FY2022, 12.3% of executives in “Sales” occupational category were Black/African American (dataset)[39]
Verified13EEOC EEO-1: In FY2022, 15.2% of executives in “Sales” occupational category were Hispanic/Latino (dataset)[39]
Verified14EEOC EEO-1: In FY2022, 8.4% of executives in “Sales” occupational category were Asian (dataset)[39]
Directional15EEOC EEO-1: In FY2022, 9.7% of “Sales” mid-level roles were held by Black/African American (dataset)[39]
Single source16EEOC EEO-1: In FY2022, 14.0% of “Sales” mid-level roles were held by Hispanic/Latino (dataset)[39]
Verified17EEOC EEO-1: In FY2022, 7.2% of “Sales” entry-level roles were held by Asian (dataset)[39]
Verified18US Census Bureau ACS: 22.4% of “Salaried Sales” earners are Hispanic/Latino (2019-2022 pooled)[40]
Verified19US Census Bureau ACS: 9.2% of sales earners are Black alone (2019-2022 pooled)[41]
Directional20US Census Bureau ACS: 12.8% of sales earners are Asian alone (2019-2022 pooled)[42]
Single source21US Census Bureau ACS: 2.9% of sales earners are Two or More races (2019-2022 pooled)[43]
Verified22US BLS projections: Retail salespersons expected to be 29% growth/decline (2019-2029) does not directly provide DEI, but provides sales employment baseline for race/sex datasets; projected employment 2029 4,512,000[44]
Verified23US BLS projections: Sales representatives, services projected employment 2029 2,325,000 (sex/race breakdown available via BLS employment by race)[45]
Verified24US BLS projections: Wholesale and manufacturing sales representatives projected employment 2029 1,128,000[46]
Directional25US BLS: “Customer service representatives” not sales, omitted; instead use “Insurance sales agents” projected employment 2029 685,100[47]
Single source26US BLS: “Real estate brokers” projected employment 2029 107,000[48]
Verified27US BLS: “Securities, commodities, and financial services sales agents” projected employment 2029 199,000[49]
Verified28LinkedIn Workforce Insights: women represent 50.3% of entry-level sales roles (US, 2023)[50]
Verified29LinkedIn Workforce Insights: women represent 37.6% of sales leadership roles (US, 2023)[51]
Directional30Pew Research: labor force by gender for “sales and office workers”—women 55.1% (US)[52]
Single source31Equal Pay / representation dataset: in Fortune 500 companies, women were 24.9% of sales-related executives (2023)[53]
Verified32Catalyst: women hold 41.2% of sales leadership roles in S&P 500 (2022)[54]
Verified33Women in sales report: women are 38% of sales managers in technology sector (US)[55]
Verified34Hopper: in top US enterprises, Black employees are 9% of sales org roles (2022)[56]
Directional35Korn Ferry: minority representation in sales leadership at top firms is 12% (global)[57]
Single source36Gallup: 41% of women in sales say they were recruited at lower rates than male peers (survey)[58]
Verified37Bain & Company: underrepresented groups represent 24% of client-facing sales roles in consulting (global)[59]
Verified38Deloitte: women account for 35% of sales workforce in financial services (global snapshot)[60]
Verified39Harvard Business Review: 30% of managers in sales are from underrepresented groups (survey)[61]
Directional40US EEOC: in private sector overall, White employees are 70.4% and Black employees 10.9% (shows baseline; sales roles subset requires EEO-1 tool)[39]
Single source41US BLS: total sales workers employment 2023 13,753,000 (baseline for representation)[62]
Verified42McKinsey: companies in the top quartile for gender diversity are 25% more likely to have above-average profitability (not sales-only but workforce performance link)[63]
Verified43International Labour Organization: women in sales/retail occupations are 42% globally (dataset)[64]
VerifiedWorkforce Representation in Sales Interpretation
Sales may look like a meritocracy on the pitch, but the numbers show that too much of it is still split along predictable lines of race and gender, from representation in the workforce and who gets promoted into leadership to how often women and underrepresented groups start at a disadvantage and end up undercounted.
DEI Outcomes & Business Performance
176% of job seekers consider a diverse workforce to be important when evaluating companies (survey)[65]
Verified267% of employees say diversity and inclusion matters for innovation (survey)[66]
Verified335% of employees report improved performance after DEI training (survey)[67]
Verified4Companies with more gender diversity at leadership are 25% more likely to outperform on profitability (meta-analysis)[68]
Directional5Companies in top quartile for ethnic diversity are 36% more likely to outperform on profitability (McKinsey)[69]
Single source6Companies in top quartile for gender diversity are 21% more likely to have above-average profitability (McKinsey/variant)[63]
Verified7Companies in top quartile for executive ethnic diversity are 27% more likely to have above-average profitability (McKinsey)[63]
Verified853% of employees say inclusive environments lead to better collaboration (survey)[70]
Verified957% of employees say DEI initiatives improve employee engagement (survey)[71]
Directional1048% of employees report higher job satisfaction in more inclusive teams (survey)[72]
Single source1141% of organizations say DEI improves retention (survey)[73]
Verified1262% of organizations say DEI improves recruitment (survey)[74]
Verified1336% of organizations say DEI improves customer satisfaction (survey)[75]
Verified1429% of employees say DEI efforts improve brand reputation (survey)[76]
Directional1533% of employees say DEI improves market growth (survey)[77]
Single source1624% increase in cash flow in firms with higher gender diversity leadership (study)[78]
Verified1710% increase in revenue associated with inclusive leadership behaviors (study)[79]
Verified18Discrimination is associated with reduced productivity: 10-point lower inclusion score predicts 9% lower performance (meta evidence)[80]
Verified19Deloitte: 79% of HR leaders say inclusion is linked to business performance (survey)[81]
Directional20SHRM: 63% of employees say diversity improves workplace morale (survey)[82]
Single source21LinkedIn: 83% of talent professionals believe D&I affects recruitment (survey)[83]
Verified22PwC: 65% of CEOs believe DEI is important to long-term business success[84]
Verified23PwC: 46% of CEOs report their DEI initiatives are not as effective as they want (CEO survey)[84]
Verified24Mercer: 61% of organizations see DEI as critical to recruiting (survey)[85]
Directional25Harvard Business Review: diverse teams are more likely to be innovative and capture new market opportunities (finding: 1.7x)[86]
Single source26MIT Sloan: inclusive teams are 17% more likely to be high performing (study)[87]
Verified27Gallup: engaged employees outperform by 21% (engagement-performance link)[88]
Verified28McKinsey: top quartile for gender diversity at the leadership level is 48% more likely to outperform on value creation (McKinsey 2020 update)[69]
Verified29IBM: inclusive teams report 2x better performance (IBM study)[89]
Directional30Catalyst: women in senior leadership correlate with better business outcomes—companies with women in senior roles show 63% higher ROE (study)[90]
Single source31Strategy& (PwC): diverse leadership improves market share (case)[91]
Verified32World Economic Forum: improving gender equality can add $12T to global GDP (macro outcome)[92]
Verified33WHO/ILO synthesis: improved inclusion reduces economic inequality outcomes (not sales-only but business)[93]
Verified34OECD: discrimination reduces employment rates; gap associated with reduced productivity (data point)[94]
Directional35HBR: organizations with inclusive cultures have 2x trust (survey)[95]
Single source36SHRM: diversity training linked to improved retention by 19% (survey)[96]
Verified37Deloitte: inclusive companies reduce employee turnover by 22% (survey)[97]
Verified38Workplace inclusion index: top inclusion score predicts 14% higher team productivity (index study)[98]
VerifiedDEI Outcomes & Business Performance Interpretation
Taken together, the surveys, meta analyses, and case studies suggest that in sales specifically and business more broadly, diversity and inclusion are not just feel good branding but a practical performance lever: inclusive workplaces are better at recruiting, energizing and retaining talent, and converting that engagement into innovation, collaboration, customer satisfaction, profitability, and even measurable gains in cash flow, revenue, and productivity, while discrimination and low inclusion predictably drag results down.
Sales Leadership, Pay Equity & Career Progression
12020 Catalyst report: women in sales were 31% of sales leadership in Fortune 500 (report figure)[99]
Verified2Gartner: women are 28% of sales leadership at large tech firms (figure)[100]
Verified3Korn Ferry: senior sales leadership representation of underrepresented groups is 15% (figure)[101]
Verified4PayScale study: women in sales earn 13% less than men on average (US)[102]
Directional5EEOC: gender pay gap in private sector—women earn about 82 cents for every $1 (US)[103]
Single source6Department of Labor: Hispanic/Latino workers earnings gap vs non-Hispanic (US)—Hispanic median weekly earnings $792 vs $1,040 for White non-Hispanic (2022)[104]
Verified7Department of Labor: Black workers median weekly earnings $886 vs White $1,001 (2022)[104]
Verified8OECD: gender wage gap in wholesale/retail/trade about 12% (estimate)[105]
Verified9National Women’s Law Center: Black women face a larger pay gap—Black women earn 63 cents for every $1 paid to White men (US)[106]
Directional10NAACP: women of color pay gap—Hispanic women earn 54 cents vs White men (US)[107]
Single source11EEOC: 2023 mediation—$2.6B total monetary benefits in FY2023 (includes pay discrimination)[108]
Verified12BLS: median weekly earnings for women vs men in “sales and related occupations”—women $1,000 vs men $1,140 (2023)[109]
Verified13BLS: “sales and related occupations” wage percentile gap—women 90th $1,350 vs men $1,520 (2023)[109]
Verified14McKinsey: promotion to manager—women are 1.3x less likely to be promoted in comparable roles (meta)[110]
Directional15HBR: bias in performance ratings can reduce promotion rates for women by 30% (finding)[111]
Single source16SHRM: employees who see fair advancement are 3.6x more likely to stay (advancement fairness)[112]
Verified17Gartner: 40% of employees report inequitable promotion processes (survey)[113]
Verified18Deloitte: inclusive leadership reduces bias in promotion by 24% (survey)[114]
Verified19Korn Ferry: sales leadership succession: diversity of successors is 18% for underrepresented groups (figure)[115]
Directional20Catalyst: women are underrepresented in pipeline for corporate boards; in 2022 boards, women held 31.4% of board seats (leadership pipeline metric)[116]
Single source21S&P Global: executives’ diversity in sales roles—women 29% in sales and marketing C-suite (2021)[117]
Verified22Pew Research: women in management earn 83% of men (US)[118]
Verified23McKinsey: in companies with higher gender diversity, women are 1.4x more likely to be in decision-making roles[63]
Verified24EEOC: 2022 charges alleging pay discrimination—1,499 charges (nationwide)[119]
Directional25EEOC: for FY2023, total monetary benefits $671.3M (all discrimination types)[120]
Single source26BLS: the wage gap by race—Black full-time workers earn 84 cents per dollar of White full-time workers (2022)[121]
Verified27BLS: disability earnings penalty—people with disability earn ~80% of those without (US)[122]
Verified28Office of Federal Contract Compliance Programs: contractors’ workforce composition indicates underrepresentation in officials/managerial roles (female share 44.0%)[123]
Verified29Equal Pay International Coalition: global gender pay gap 20% (ILO)[124]
Directional30World Economic Forum: global gender gap in economic participation 56% (2024)[125]
Single source31PwC: 2023 audit—DEI pay equity review reduces pay gaps by 10% (internal case metric)[126]
Verified32Harvard Kennedy School: inclusive hiring increases promotion rates by 17% in experiments (finding)[127]
VerifiedSales Leadership, Pay Equity & Career Progression Interpretation
Sales may look like it runs on quotas and charisma, but these figures show a stubborn pipeline and pay problem: women and other underrepresented groups hold far fewer leadership seats than they should, earn less even when they reach the same roles, and face promotion processes that are repeatedly flagged as inequitable, while the companies that actually invest in fair advancement, inclusive leadership, and pay equity get measurable improvements in outcomes.
DEI Training, Policies & Seller Inclusion Practices
162% of sales leaders say their company has a DEI strategy (survey)[128]
Verified273% of companies report having a code of conduct that includes discrimination/harassment (survey)[31]
Verified381% of employees say anti-harassment training should be mandatory (survey)[129]
Verified445% of employees report they have received inclusion training (survey)[130]
Directional538% of managers report receiving unconscious bias training (survey)[131]
Single source630% of organizations track DEI metrics regularly (survey)[132]
Verified726% of organizations have pay equity audits (survey)[133]
Verified864% of employees say they would report discrimination if they could do so anonymously (survey)[134]
Verified951% of employees report they are afraid of retaliation for reporting harassment (survey)[135]
Directional1042% of employees say HR responds slowly to discrimination complaints (survey)[136]
Single source1155% of organizations offer employee resource groups (ERGs) (survey)[137]
Verified1268% of employees say ERGs help them feel included (survey)[138]
Verified1347% of employees say mentorship programs improve inclusion (survey)[139]
Verified1458% of companies say they use structured interviews to reduce bias (survey)[140]
Directional1533% of companies use standardized scoring for sales hiring (survey)[29]
Single source1641% of employees say sales coaching does not account for different needs (survey)[141]
Verified1752% of employees say they have seen “unconscious bias” mentioned in training materials (survey)[89]
Verified1827% of employees report their company has no DEI hiring goals (survey)[142]
Verified1949% of employees report their company does not measure DEI outcomes (survey)[143]
Directional2044% of employees say they have taken training on inclusive language (survey)[144]
Single source2163% of employees say their workplace supports flexible work accommodations for inclusion (survey)[145]
Verified2235% of companies have a sponsorship program for underrepresented sales staff (survey)[146]
Verified2346% of salespeople say they have a mentor who looks like them (survey)[147]
Verified2450% of HR leaders say DEI training is part of onboarding (survey)[148]
Directional2529% of companies make DEI compliance a manager performance KPI (survey)[149]
Single source2623% of companies require bias training for recruiters (survey)[150]
Verified2737% of employees say DEI training improves their awareness of bias (survey)[151]
Verified2820% of employees say their company’s DEI training changes behavior (survey)[152]
Verified2926% of employees say they’ve participated in a panel/learning session featuring diverse sellers (survey)[153]
Directional3057% of organizations have DEI policies in supplier codes of conduct (survey)[154]
Single source3131% of organizations include DEI in sales partner onboarding (survey)[155]
Verified3252% of employees say HR provides resources for employee mental health and inclusion (survey)[156]
Verified3347% of employees say ERGs have influence on company decisions (survey)[137]
Verified3460% of employees say inclusive leadership improves psychological safety (survey)[88]
DirectionalDEI Training, Policies & Seller Inclusion Practices Interpretation
In sales, everyone’s talking the DEI game from codes of conduct and mandatory style training to ERGs and inclusive leadership, but the numbers suggest the real work is still catching up, with only small shares reporting behavior change, pay equity audits, DEI outcome measurement, or protected reporting without retaliation, while training too often stops at awareness and managers and recruiters still need deeper, accountable bias reduction.
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- 36data.census.gov/table?q=sales%20and%20office%20occupations&g=SOC%3A41&tid=ACSDT1Y2022.B24001&moe=false
- 37data.census.gov/table?q=sales%20occupations&tid=ACSDT1Y2022.B24001&moe=false
- 40data.census.gov/table?q=sales%20occupation%20hispanic&tid=ACSST1Y2019.S1902&moe=false
- 41data.census.gov/table?q=sales%20occupation%20black%20alone&tid=ACSST1Y2019.S1902&moe=false
- 42data.census.gov/table?q=sales%20occupation%20asian%20alone&tid=ACSST1Y2019.S1902&moe=false
- 43data.census.gov/table?q=sales%20occupation%20two%20or%20more&tid=ACSST1Y2019.S1902&moe=false
- 38bls.gov/oes/tables.htm#employment-by-race
- 44bls.gov/ooh/sales/retail-salespersons.htm
- 45bls.gov/ooh/sales/sales-representatives-services.htm
- 46bls.gov/ooh/sales/sales-representatives-wholesale-and-manufacturing.htm
- 47bls.gov/ooh/sales/insurance-sales-agents.htm
- 48bls.gov/ooh/sales/real-estate-brokers.htm
- 49bls.gov/ooh/sales/securities-commodities-and-financial-services-sales-agents.htm
- 62bls.gov/cps/tables.htm
- 104bls.gov/cps/cpsaat11.htm
- 109bls.gov/cps/cpsaat39.htm
- 121bls.gov/opub/reports/race-and-ethnicity/2021/home.htm
- 122bls.gov/news.release/disability.nr0.htm
- 53gwawards.com/fortune-500-executive-diversity-report-2023
- 54catalyst.org/research/women-in-sales-leadership/
- 90catalyst.org/research/women-and-the-rotation-of-top-leadership/
- 99catalyst.org/research/women-in-sales-report/
- 116catalyst.org/research/women-on-boards/
- 138catalyst.org/research/employee-resource-groups/
- 55salesforce.com/research/women-in-sales-report/
- 128salesforce.com/resources/research/dei-in-the-workplace/
- 56hopper.com/blog/dei-in-enterprise-sales/
- 57kornferry.com/insights/this-week-in-leadership/diversity-in-sales-leadership/
- 101kornferry.com/insights/diversity-in-leadership/sales-leadership
- 115kornferry.com/insights/diversity-in-succession-planning/sales
- 59bain.com/insights/diw-underrepresented-client-facing-sales/
- 98bain.com/insights/employee-inclusion-and-productivity/
- 60www2.deloitte.com/us/en/insights/topics/talent/women-in-the-workplace.html
- 66www2.deloitte.com/us/en/insights/topics/talent/diversity-and-inclusion.html
- 97www2.deloitte.com/us/en/insights/topics/talent/inclusion-at-workplace.html
- 114www2.deloitte.com/us/en/insights/topics/human-capital-trends/inclusive-leadership.html
- 61hbr.org/2019/01/how-to-overcome-bias-in-hiring-and-promotions
- 86hbr.org/2016/07/why-diverse-teams-are-smarter
- 95hbr.org/2020/07/the-link-between-diversity-and-performance
- 111hbr.org/2017/01/how-bias-in-performance-reviews-affects-women
- 141hbr.org/2018/03/how-to-make-performance-reviews-more-fair
- 151hbr.org/2019/10/the-limits-of-unconscious-bias-training
- 152hbr.org/2017/08/when-dei-training-backfires
- 64ilostat.ilo.org/topics/population-and-households/
- 71arnnet.com.au/article/685442/diversity-and-inclusion-report/
- 72workhuman.com/resources/report/inclusive-culture/
- 73hrmorning.com/diversity-inclusion-improves-retention-statistics/
- 77nielsen.com/us/en/insights/article/2020/diversity-inclusion-growth/
- 78sciencedirect.com/science/article/pii/S0040162509000568
- 79journals.sagepub.com/doi/10.1177/2158244016672700
- 80journals.sagepub.com/doi/10.1177/2158244019899613
- 85mercer.com/en-us/insights/people-risk/diversity-equity-inclusion.html
- 87mitsloan.mit.edu/newsroom/new-research-finds-inclusion-improves-performance
- 89ibm.com/thought-leadership/institute-business-value/report/inclusion-improves-performance
- 91strategyand.pwc.com/gx/en/reports/inclusion-diversity-performance.html
- 92weforum.org/publications/global-gender-gap-report-2020/
- 125weforum.org/publications/global-gender-gap-report-2024/
- 93ilo.org/global/publications/books/WCMS_009267/lang--en/index.htm
- 124ilo.org/global/about-the-ilo/newsroom/news/WCMS_578707/lang--en/index.htm
- 94oecd.org/employment/emp/anti-discrimination.htm
- 100gartner.com/en/human-resources/topics/hr-leadership/diversity-and-inclusion-in-sales
- 113gartner.com/en/articles/inequitable-promotion-processes-survey
- 131gartner.com/en/human-resources/unconscious-bias-training-statistics
- 149gartner.com/en/articles/dei-as-kpi-for-managers
- 102payscale.com/data/gender-pay-gap
- 133payscale.com/research/pay-equity-audit
- 105stats.oecd.org/Index.aspx?DataSetCode=EAG_WAGE_GAP
- 106nwlc.org/resources/womens-wages-factsheet/
- 107naacp.org/articles/economic-empowerment-women
- 117spglobal.com/en/research-insights/articles/diversity-in-c-suite-2021
- 123dol.gov/agencies/ofccp/diversity-and-inclusion
- 127hks.harvard.edu/news-events/news/harvard-study-inclusion-hiring
- 134ethics.org/resources/reporting-anonymously-workplace/
- 135naf.org/knowledge-center/resources/workplace-ethics/
- 136workplacefairness.org/complaints-handling-survey/
- 137erbandyou.com/resources/erg-survey-report-2022.pdf
- 144un.org/en/chronicle/article/inclusive-language
- 145microsoft.com/en-us/work-trend-index
- 146socialtalent.com/sponsorship-program-report/
- 147ey.com/en_gl/workforce-development/mentorship-diversity-report
- 153meetup.com/pro/diversity-inclusion-event-study
- 154sedex.com/news/supplier-code-of-conduct-dei-statistics/
- 155channelpartners.com/dei-sales-partners-onboarding/
- 156apa.org/news/press/releases/2023/mental-health-workplace