140+ Workplace Diversity Statistics for 2025

Table of Contents

Many U.S. companies are controversially reducing roles for diversity, inclusion, and equity (DEI) professionals.

Despite this, 2025 data shows that, while developing these programs can be difficult for companies, they remain vitally important for businesses, HR teams, and job seekers.

The following statistics, sourced from our research along with external studies and workplace surveys, highlight key issues in the current DEI landscape and the ongoing importance of these topics in the workplace.

Key Takeaways

Seeing pronouns on resumes

72% of hiring managers say seeing pronouns on a resume doesn’t affect their hiring decisions.
15% of hiring managers say seeing pronouns on a resume has a positive impact.
14% of hiring managers say seeing pronouns on a resume has a negative impact.
30% of Gen Z hiring managers say that pronouns on a resume would positively affect their hiring decision, compared to 19% of Millennials, 10% of Gen X, and 5% of Boomers.
4 out of 5 Boomer hiring managers (80%) say seeing pronouns on a resume would make no difference to them, compared to 58% of Gen X, 69% of Millennials, and 74% of Gen X.

The stance on hiring foreign workers

9 in 10 hiring managers (89%) say they would hire a foreign worker over a less-qualified U.S. national.
11% of hiring managers say they wouldn’t hire a foreign worker even if the applicant was more qualified than a U.S. national.
1 in 4 hiring managers (26%) are willing to hire a foreign worker regardless of visa status.
67% of hiring managers are open to sponsoring a visa now or in the future.
Nearly half of hiring managers (46%) would sponsor a visa immediately if the candidate is qualified.

Current attitudes toward DEI hiring (40+ statistics)

In 2025, diversity, equity, and inclusion (DEI) remain top-of-mind for both hiring managers and job seekers. We polled 1,000 U.S. hiring managers to understand how pronouns and foreign worker status affect hiring decisions. Below are our findings:

72% of hiring managers don’t mind seeing pronouns on resumes

According to our survey:

15% of hiring managers say pronouns have a positive impact.
14% of hiring managers say pronouns have a negative impact.
The majority of hiring managers (72%) report that seeing pronouns on a resume wouldn’t affect their hiring decision.

Gen Z hiring professionals welcome pronouns more than any other generation

When it comes to pronouns on resumes, here’s how hiring managers from different age groups responded:

30% of Gen Z hiring managers say that pronouns on a resume would positively affect their hiring decision.
- Gen Z hiring managers are 6 times more likely than Baby Boomers to say pronouns have a positive impact (30% vs. 5%).
1 in 10 Gen Z hiring managers (12%) say pronouns would negatively influence their decision.
58% say pronouns wouldn’t influence their decision either way.

Similarly to Gen Z, Millennial hiring professionals are also more open to pronouns on resumes:

1 in 5 Millennial hiring managers (19%) say pronouns would positively affect their decision.
12% say pronouns would negatively affect it.
The remaining 69% say pronouns wouldn’t impact their decision.

Gen X hiring managers are more likely to react negatively compared to other generations:

1 in 10 Gen X hiring managers (10%) say seeing pronouns on a resume would positively affect their views on a candidate.
16% say pronouns on a resume would negatively influence their decision.
74% report no influence either way.

Our survey found that Baby Boomers are the most likely to say seeing pronouns wouldn’t change their hiring decision:

5% of Boomer hiring managers say pronouns would positively influence them — the lowest of all generations.
15% say pronouns would negatively impact their decision to hire a candidate.
4 out of 5 Boomer hiring managers (80%) say seeing pronouns on a resume would make no difference to them.

89% of hiring managers are open to hiring foreign workers

Despite ongoing national debates around immigration and workforce policies, most hiring managers remain open to hiring foreign talent.

According to our survey, hiring managers across the U.S. say skills and qualifications matter more than citizenship status.

In fact, a majority of hiring managers say they’d consider a foreign national over a less-qualified American — and many are open to sponsoring visas immediately.

9 in 10 hiring managers (89%) say they would hire a foreign worker over a less-qualified U.S. national.
- 11% say they wouldn’t hire a foreign worker even if the applicant was more qualified than a U.S. national.
1 in 4 hiring managers (26%) are willing to hire a foreign worker regardless of visa status.
67% are open to sponsoring a visa now or in the future.
Nearly half (46%) would sponsor a visa immediately if the candidate is qualified.
Hiring managers in the West are the most open to global talent, with 93% of West-region hiring managers saying they would hire a foreign worker if they were more qualified.
- This finding is followed by the South (91%), Northeast (86%), and Midwest (86%).

Gen Z is the most open to hiring foreign workers

Gen Z hiring managers are the most receptive to hiring foreign talent than their older counterparts — even when visa sponsorship is required.

While most generations show a willingness to hire qualified foreign workers, the data reveals a clear generational shift: the younger the hiring manager, the more likely they are to support global talent, including sponsoring visas. Here’s the full breakdown:

Gen Z hiring managers:

94% say they would hire a more qualified foreign worker over a U.S. national.
34% are willing to hire regardless of visa requirements — the highest of any group.
56% would sponsor a visa immediately if the candidate is qualified.
6% say they wouldn’t hire a foreign worker.

Millennial hiring managers:

90% say they would hire a more qualified foreign worker.
32% are open to hiring regardless of visa needs.
52% would sponsor a visa right away.
18% would only hire if no visa sponsorship is ever required.
10% say they wouldn’t hire a foreign worker.

Gen X hiring managers:

88% say they’re willing to hire a foreign worker.
21% would hire regardless of visa status.
41% are open to immediate sponsorship.
25% say they would only hire if the candidate never needs sponsorship.
12% wouldn’t hire a foreign worker, even if more qualified.

Boomer hiring managers:

85% say they’re willing to hire a foreign worker.
14% would hire regardless of visa requirements — the lowest of all age groups.
34% are willing to sponsor a visa immediately.
27% would only hire if the candidate never needs sponsorship.
15% wouldn’t hire a foreign worker at all.

DEI under the Trump administration (10 statistics)

In 2025, the Trump administration rolled back on DEI efforts across the federal government, military, and education system. These actions will alter how diversity initiatives operate in the U.S. and beyond:

President Trump signed executive orders terminating DEI programs within federal agencies and placing associated staff on paid leave (CBS News).
- An executive order directed the Pentagon to cease all DEI programs, asserting that such initiatives undermine merit and leadership (OPB).
- Race, gender, and DEI-related factors can no longer be considered in federal hiring or employee evaluations. Hiring and promotions must be based solely on “individual initiative, skills, and performance” (WhiteHouse.gov).
The administration ended affirmative action policies for federal contractors, emphasizing a return to merit-based employment practices (WhiteHouse.gov).
- Federal agencies must report any previous use of DEI training materials and remove any DEI-related requirements for government employees or contractors.
Every federal agency must shut down DEI offices, remove Chief Diversity Officers, and terminate all DEI-related initiatives, including those tied to “environmental justice” (WhiteHouse.gov).
- All DEI-related grants, funding, and contracts related to diversity, equity, inclusion, and environmental justice will be reviewed and either terminated or redirected.
- A White House task force will track and monitor the economic and social costs of past DEI programs. The task force will also discuss potential new executive or legislative actions to further eliminate DEI influence.
Plans were announced to significantly reduce funding for the Department of Education, targeting programs not explicitly mandated by law, including various DEI initiatives (WhiteHouse.gov).
The administration reversed policies allowing transgender individuals to serve in the military. (OPB).
A policy was enacted to recognize two genders — male and female — within federal documentation and programs (CBS News).
- Federal employees were directed to remove personal pronouns from email signatures and official communications as part of the broader DEI rollback (WhiteHouse.gov).

DEI and the LGBTQIA2S+ community (10 statistics)

Exploring the state of DEI’s efforts in 2025 to support the LGBTQIA2S+ community reveals strides and setbacks.

These 10 statistics highlight the progress towards equality in the workplace for LGBTQIA2S+ and the challenges that remain.

According to a 2022 Gallup poll, 9% of U.S. workers identify as LGBTQ+. However, less than a third of these employees strongly agreed that their organizations genuinely care about their well-being, treat them fairly, or will do the right thing about ethics or integrity issues (Gallup, 2022).
47% of LGBTQ+ employees reported experiencing discrimination or harassment at work. These acts include being fired (23%), not being hired (21%), not getting promoted (22%), or being verbally (30%), physically (16%), or sexually harrassed (22%) (Williams Institute, 2024).
82% of transgender employees reported experiencing gender identity-based discrimination or harassment. In the past 5 years, 35 % of non-binary workers and 53% of transgender workers faced some sort of discrimination compared to 20% of the total LGBTQ+ community (Williams Institute, 2024).
1 in 3 LGBTQ+ workers have reported leaving their jobs due to how their workplace treated their gender identity or sexuality. This number increased to 1 in 2, regarding transgender or non-binary workers (Williams Institute, 2024).
Gen Z will take up about 30% of the U.S. labor force by 2030. Approximately 20% of Gen Z adults identify as LGBTQ+ (vs. 3% of Gen X adults). Of employed queer Gen Z workers, 40% who left their jobs reported leaving because they felt the companies weren’t welcoming to LGBTQ+ employees (Ernst & Young, 2024).
70% of LGBTQ+ workers report having concerns about an increase in anti-LGBTQ+ legislation (Ernst & Young, 2024).
40% of LGBTQ+ workers have hidden their identity at work because of actual or perceived risk of violence, stigma, and victimization. Feeling fear for their personal safety (13%), of making others uncomfortable (25%), and fears that others would assume they were attracted to them because of their sexual orientation (19%) (Human Rights Campaign Foundation, 2023).
Queer women earn 79 cents for every dollar that a man does, in comparison to the overall women’s population which is 83 cents per dollar. In particular, transgender (60 cents) or bisexual identity along with race or ethnicity are large drivers in the wage gap (Human Rights Campaign Foundation, 2022).
A rising number of Fortune 500 companies are offering benefits to their LGBTQ+ employees. For instance:
- 95% include sexual orientation in their non-discrimination policies
- 95% include gender identity
- 72% offer transgender-inclusive benefits (Human Rights Campaign Foundation, 2025)
Four openly LGBTQ+ CEOs head America’s Fortune 500 Companies, including both a queer woman and a transgender woman:
- Tim Cook of Apple
- Jim Fitterling of Dow
- Sue Nabi of Coty
- Beth Ford of Land O’Lakes (USA Today, 2023)

DEI and business performance (6 statistics)

The evidence is clear that diverse businesses are more innovative and profitable. The following statistics explore how DEI is a critical driver of business success and the progress made in recent years.

According to McKinsey & Company, companies with women representation or ethnic diversity representation are 39% more likely for financial outperformance in comparison to their regional industry median performance level (McKinsey & Company, 2023).
Companies with women CEOs have more gender-balanced boards (35.3% women on boards) compared to companies with men as CEOs (23.0% women on boards) (Deloitte, 2024).
Companies with the greatest racial/ethnic diversity (top 25%) at the leadership level are 36% more profitable than similar companies with the lowest level of racial/ethnic diversity (bottom 25%) (McKinsey & Company, 2020).
Those without gender or ethnic diversity in executive teams are 66% less likely to outperform financially on average. In comparison, companies with gender and ethnic inclusion in the executive teams are 9% more likely to outperform (McKinsey & Company, 2023).
A 10% increase in diverse representation in leadership teams increases a company’s climate strategy (McKinsey & Company, 2023).
86% of business leaders say that incorporating DEI into everyday work and measuring outcomes is important to their organization’s success (Deloitte, 2023).

How important is workplace diversity to workers? (12 statistics)

Workplace diversity matters to employees, period. These statistics explore how companies that build diverse, equitable, and inclusive workplaces inspire employee loyalty — and how failing to do this will motivate employees to start writing a resume for a new job.

One of the best ways to make your resume is by filling out one of our free resume templates. All our templates are designed by experts and are free to download for Microsoft Word or Google Docs.

Why DEI matters to employees

93% of workers consider DEI personally important — not just at work (Workable, 2021).

According to a 2023 Pew Research Center report on U.S. workers’ perceptions of DEI in the workplace:

A third of workers value racial/ethnic diversity (32%), while 28% value age diversity, and 26% value gender-balanced offices. 18% of workers value sexual orientation diversity (Pew Research Center, 2023).
According to a 2023 Statista poll, 32% of U.S. workers say that it’s extremely or very important to them to work with people of different races and ethnicities — 28% said that working with employees of different ages was extremely or very important (Statista, 2023).
A significant political divide exists concerning DEI, with 78% of Democratic workers endorsing DEI efforts compared to only 30% of Republicans, highlighting a stark contrast in the perceived value and impact of DEI policies (Pew Research Center, 2023).
Half of the workforce believes it’s crucial to work in an environment that is fully accessible for persons with physical disabilities. 76% of office workers think their employer has invested at least some effort into making their workplace more accessible (Pew Research Center, 2023).
Over half of employed U.S. adults (56%), believe that focusing on increasing DEI at work is a good thing — 16% say it’s a bad thing and 28% say it is neither good nor bad (Pew Research Center, 2023).
U.S. employees are 4.5 times more likely to work for companies that openly support and protect LGBTQ+ rights. (Edelman, 2022)
A report done by Deloitte on Gen Z and Millennials found that 52% of those who aren’t satisfied with their company’s progress in creating a diverse and inclusive environment are more likely to leave within two years. (Deloitte, 2022)

How DEI shapes job searching

DEI is becoming an increasingly influential factor for job seekers. Growing numbers of candidates are prioritizing diversity in potential employers and showing that they’re willing to turn down offers from companies that fall short in these efforts.

74% of job seekers report that corporate investment in DEI is important when considering a new company (Indeed & Glassdoor, 2023).
DEI is a shared priority for men and women job seekers — 76% of women and 72% of men consider corporate investment in DEI important when deciding whether to accept a job offer (Glassdoor, 2023).
78% of Americans believe it’s important to work for a company that values DEI (CNBC, 2021).
However, women leaders at U.S. companies are more than 1.5 times as likely as men in equivalent positions to have left a job to work for a company that’s more committed to DEI (McKinsey & Company, 2022).
A survey by Indeed and Glassdoor showed that a majority of workers aged 18–34 would consider turning down or leaving a job for these DEI-related reasons:
- Their manager didn’t support DEI initiatives (72%)
- There was a gender imbalance in the company’s leadership (67%)
- The company’s leadership was lacking in racial/ethnic diversity (65%) (Indeed & Glassdoor, 2023)
However, opinions on the importance of DEI in job selection vary by age and race/ethnicity. According to a Glassdoor report from 2022:
- Among white workers, DEI is more important to younger generations — 77% of Millennials and Gen Zers prioritize it, compared to 67% of Gen Xers and Baby Boomers.
- Hispanic workers show a similar trend — 82% of Millennials and Gen Zers value DEI in job selection, compared to 69% of Gen Xers and Baby Boomers.
- By contrast, older Black workers place a higher importance on DEI in job selection — 84% of Gen Xers and Baby Boomers prioritize it, versus 77% of Millennials and Gen Zers (Glassdoor, 2022).
80% of Black workers surveyed said they’d consider turning down or leaving a job if their manager didn’t support DEI initiatives (Indeed & Glassdoor, 2023).

Views on DEI by demographic group

While most workers recognize the importance of DEI in the workplace, perspectives are inconsistent within different demographic groups.

Worker’s views on whether or not DEI helps them vary between race and gender.
- 58% of Black women and 55 % of Black men think it‘ll help.
- 53% of Hispanic women and 49% of Hispanic men.
- 46% of Asian women, and 40% of Asian men.
- On the contrary, 23% of White women and 36% of White men think DEI practices hurt them.

Women tend to view DEI as important more often than men. However, according to a 2022 Glassdoor survey, the disparity is larger among older generations. Here’s how different generations view how important DEI is to them:

Gen Z: 76% of women and 77% of men
Millennials: 79% of both men and women
Gen X: 76% of women and 69% of men
Boomers: 70% of women and 56% of men (Glassdoor, 2022)

Overall, younger workers are more likely than older workers to say DEI is important when looking for a new job:

80% of 18 to 34-year-olds
74% of 35 to 54-year-olds
61% of workers over 65 (Glassdoor, 2022)

The state of workplace diversity in 2025 (23 statistics)

Since 2021, many large U.S. companies have made good on DEI commitments to diversify their workforces — although management and executive roles remain overwhelmingly white.

Many employers, including prominent tech companies, have also announced layoffs amid an economic slowdown. However, with the new political administration, many companies are taking back their DEI goals, causing a shift to the future of workplace diversity in America.

How equitable and inclusive are workplaces today?

Data in recent years continues to highlight persistent discrimination and slow progress on equality for women and people of color at U.S. companies. These statistics underscore the need for consistent and thoughtful DEI efforts to address systemic inequalities in the workforce.

According to a 2024 Bloomberg analysis of 84 S&P 100 companies (representing just under 9 million workers):
As of 2023, White workers are no longer the majority of the workforce, making up 49.9% of the workforce, compared to 53% in 2020. The breakdown by race/ethnicity of the total workforce was:
- Hispanic/Latinx (18%)
- Black (17%)
- Asian (11%)
- White (50%)
- Other (4%) (Bloomberg, 2024)

In 2023, these companies reported shrinking their workforce from the previous year by 127,418. Of this group, 26% were black workers, a disproportionate amount compared to their share of the workforce (Bloomberg, 2024).
30% of White and Asian women are in executive roles, an increase of 3% from 2020 (Bloomberg, 2024).
White men in executive roles dropped from 53% in 2020 to 46%, and in manager roles from 41% to 37% (Bloomberg, 2024).

The most recent data from the U.S. Bureau of Labor Statistics also reflects significant gender and racial/ethnic disparities across many industries and occupations.

Legal occupations represent the least racial and ethnic diversity among all job categories in the U.S.
Computer and mathematical and construction and material moving occupations are among the job categories where women are most underrepresented.
Logging workers and chief executives are among the least diverse jobs in the U.S.
61% of U.S. employees have either witnessed or experienced discrimination at work, including racism, sexism, ageism, and homophobia (Power to Fly, 2024).
There are currently only 8 Black CEOs in the Fortune 500.
- Rosalind Brewer: CEO of Walgreens Boots Alliance since March 2021
- Marvin Ellison: CEO of Lowe’s since July 2018
- Thasunda Brown Duckett: CEO of TIAA since May 2021
- Christopher Womack: CEO of Southern Company since May 2023
- Calvin Butler Jr.: CEO of Exelon since December 2022
- Franklin Clyburn Jr.: CEO of International Flavors & Fragrances since February 2022
- David Rawlinson II: CEO of Qurate Retail since October 2021
- René Jones: CEO of M&T Bank since December 2017 (Fortune, 2023)
Despite this near-record high of Black CEOs leading Fortune 500 companies today, their representation is only 1.6%. (Fortune, 2024).

DEI issues impacting women

Despite ongoing efforts by companies large and small to address gender parity in the workplace, DEI statistics reveal persistent disparities faced by women, particularly women of color.

As of 2023, approximately 10% of Fortune 500 CEOs are women (Fortune, 2023).
3 in 10 C-suite positions are taken by women (McKinsey & Company, 2024).
7% of C-suite leaders are women of color (McKinsey & Company, 2024).
Globally, the share of women in senior leadership roles (Director, VP, or C-suite) increased from 31.1% in 2016 to 32.6% in 2022. This share dropped to 32.2% in the first quarter of 2023 (World Economic Forum, 2023).
For every 100 men who are promoted from entry-level to manager:
- 81 women are promoted
- 65 Hispanic/Latinx women are promoted (McKinsey & Company, 2024)
It’ll take nearly 50 years to reach gender parity for all women, which means having the same number of men and women in senior vice president and C-suite roles (McKinsey & Company, 2024).
28% of women recognize microaggression in the workplace, such as comments and actions that question their skills and abilities (McKinsey & Company, 2024).
Women of color feel more pressure related to their race in the workplace recently, with more Asian, Black, and Hispanic/Latinx women feeling that their race is an obstacle to advancement in 2024 (McKinsey & Company, 2024).
4 in 10 women with partners are responsible for most or all of the household work (McKinsey & Company, 2024).
It will take roughly 131 years to close the global gender gap at the current pace (defined by the World Economic Forum as gender parity in economic participation and opportunity, educational attainment, health and survival, and political empowerment) (World Economic Forum, 2023).

Pay equity for women and racial/ethnic minorities

Pay equity remains a serious issue in the U.S., with women and ethnic/racial minorities earning a fraction of their white male counterparts’ wages.

The median income for women working full time is 83% that of men (U.S. Bureau of Labor Statistics, 2023).
Compared to median hourly earnings of white workers:
- Black workers earn 76% of white wages
- Hispanic/Latinx earn 73% of white wages
- Native American/American Indian workers earn 77% of white wages (U.S. Department of Labor, 2023).
For every dollar earned by white men:
- Black women earn 64 cents
- Native American/American Indian women earn 51 cents
- Hispanic/Latinx women earn 57 cents (AAUW, 2023, National Women’s Law Center, 2022).
At the current rate, women will reach pay equity in 2059 — Black women will not reach pay equity until 2130, and Hispanic/Latinx women until 2224 (AAUW, 2023 and National Women’s Law Center, 2022).
According to Proxy Impact’s 2023 Racial and Gender Pay Scorecard Report, Target, Starbucks, Chipotle, and Mastercard report 100% equal unadjusted and adjusted racial and gender pay parity (Proxy Impact, 2023).

Workplace diversity efforts (26 statistics)

While workplace DEI programs experienced significant growth between 2020 and 2022, post-election trends show that several large U.S. companies are completely abandoning their pre-established DEI efforts.

The data and trends over the past year show that, despite initial rapid progress, there’s an ongoing need for dedicated funding, strategic implementation, and rigorous monitoring of DEI initiatives.

General status of DEI efforts

Despite investment into DEI programs (and awareness of the underlying issues), the progress of these initiatives presents a mixed picture of progress amidst challenges and evolving corporate priorities.

Over 30 states have introduced or passed anti-DEI initiatives (NBC News, 2024).
21% of workers say that focusing on DEI efforts at work is a bad thing, an increase of 4% compared to 2023 (Pew Research Center, 2024).
Workers also say that companies are paying too much attention to DEI efforts, an increase from 14% to 19% in the last year (Pew Research Center, 2024).
Companies such as Meta, Amazon, McDonalds, and Walmart are either scaling down on their diversity programs (BBC, 2024).
61% of US workers report that their company has policies ensuring fairness in hiring, pay, or promotions, and 52% have DEI training sessions or meetings (Pew Research Center, 2023).
Over half of workers (54%) feel their company appropriately focuses on DEI, though opinions vary: 14% find it excessive, and 15% find it insufficient (Pew Research Center, 2023).
U.S. companies spend roughly $8 billion annually on DEI training (Harvard Business Review, 2023).
25% of business leaders feel prepared to incorporate and measure DEI outcomes (Deloitte, 2023)

Types of DEI efforts

Many U.S. companies are adopting DEI policies and setting diversity goals, however, the enforcement and prioritization of these efforts are hard to monitor.

According to various surveys of U.S. companies:

90%have diversity goals (Syndio, 2022).
70% have programs to hire candidates from underrepresented backgrounds (Culture Amp, 2022).
60% hold DEI training sessions (Culture Amp, 2022).
56% have a DEI council or committee (Culture Amp, 2022).
41% have a formal DEI policy (Culture Amp, 2022).
Of companies with DEI policies, 42% don’t have documented processes to enforce them (Culture Amp, 2022).
18% have an anonymous screening process (Culture Amp, 2022).

Increasing diversity throughout the company is a high priority in DEI strategies.

78% of CEOs view attracting and retaining talent as the primary reason DEI initiatives are essential to their organizations’ purposes and social impact (Deloitte, 2023).
44% of CEOs say their organizations publicly share DEI information (Deloitte, 2023).
65% of CEOs say that DEI is integrated into their strategic priorities (Deloitte, 2023)

Measuring DEI progress

Most organizations engaged in DEI priorities actively track the metrics of these programs, focusing on workforce demographics, employee engagement, and representation at different seniority levels. Despite these efforts, many companies don’t measure their DEI progress effectively.

While 93% of companies discuss meeting business goals in manager performance evaluations, only 34% report progress on DEI in their performance evaluations (McKinsey & Company, 2022).
40% of women leaders say that DEI work isn’t acknowledged in their performance reviews (McKinsey & Company, 2022).
24% of companies don’t measure the progress of their DEI commitments (Deloitte, 2023).

Areas for improvement in DEI

While DEI efforts are increasingly acknowledged as vital for companies, the latest data points to significant gaps in practice and perception. These statistics highlight the disconnect between organizational DEI strategies and the actual experiences of employees — highlighting the need for more effective implementation and accountability.

Only 40% of workers report participating in DEI training within the past year (Pew Research Center, 2023).
30% of U.S. workers report that their employer doesn’t share their DEI values (Glassdoor, 2022).
46% of companies report that leadership isn’t held accountable if workplace equity initiatives fail (Syndio, 2022).
Black workers (28%) are the most likely to say their employer pays too little attention to DEI, compared with smaller shares of white (11%), Hispanic/Latinx (19%) and Asian (17%) workers who say the same (Pew Research Center, 2023).
Women are more likely than men to say their employer pays too little attention to DEI (17% versus 12%). In turn, men are more likely than women to say employers pay too much attention to DEI (18% versus 10%) (Pew Research Center, 2023).

Methodology

This survey launched on January 8, 2025, and targeted a sample of 1,000 participants. The analysis was conducted from February 3–14, 2025. 5. The study aimed to understand U.S. hiring managers’ attitudes and behaviors throughout the hiring process, including the recruitment, skills assessment, and interview phases. Qualifying respondents were required to be working as a hiring manager, or be part of the hiring team in their company.

The data was analyzed using both the results provided by Pollfish and the outputted raw data in Google Sheets via programs created with Python Pandas. To minimize bias, Pollfish uses Random Device Engagement (RDE) to ensure a fair and organic selection process. For further details on Pollfish’s methodology, please visit their website or contact eduardo@resumegenius.com.

In addition to the external workforce surveys and research on U.S. employment, recruitment, and corporate reporting cited here, we’ve analyzed the participation of women and racial/ethnic minorities in various occupations and occupational categories based on the 2023 Labor Force Statistics from the Current Population Survey published by the U.S. Bureau of Labor Statistics.

Sources

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About Resume Genius

Since 2009, Resume Genius has combined innovative technology with leading industry expertise to simplify the job hunt for people of all backgrounds and levels of experience.

Resume Genius’s easy-to-use resume builder and wide range of free career resources, including resume templates, cover letter samples, and resume writing guides, help job seekers find fulfilling work and reach their career goals. Resume Genius is led by a team of dedicated career advisors and HR experts and has been featured in The New York Times, Forbes, CNBC, and Business Insider.

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Eva Chan

Senior PR Expert & Certified Professional Resume Writer

Eva Chan is a Senior PR Expert and a Certified Professional Resume Writer (CPRW) at Resume Genius. Born and raised in Vancouver, British Columbia, Eva oversees research and data-led campaigns that reveal key trends in today’s workforce and represents the company in media interviews and press features. Eva graduated from the University of British Columbia with a bachelor’s degree in English Literature and a minor in Critical Studies in Sexuality. Eva's career advice has been recognized by leading media outlets including Harvard Business Review, CNBC, The Globe and Mail, Fast Company, Newsweek, and Entrepreneur. For any media-related queries, connect with her on LinkedIn or reach her at [eva] @ [resumegenius.com]. Please note that we don’t accept any guest posts.

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