Diversity & Inclusion Report
Our 2022 Diversity & Inclusion Report measures progress on our commitments to increase representation and strengthen a culture of inclusion at Microsoft and beyond.
What does it mean to innovate for inclusion?
At Microsoft, we have a long history of innovating to address some of the world's most complex challenges. Organizations of the future have an opportunity to put that same commitment to evolve toward confronting systemic inequities in our industries.
Leading on transparency
Transparency fuels accountability, and accountability builds trust. As one of the most transparent companies of our size, we regularly share our D&I progress with employees and the public.
Evolving our data
In this year’s report, we again expanded the types of data and insights we include and share necessary context for that data to shed light on our accountability and commitments.
Accountability through meaningful action
To accelerate our progress on representation and inclusion, we ensure employees at all levels are responsible for engaging by practicing inclusion, learning from failure, and taking everyday actions.
Leaders have a unique accountability to influence change in their teams. We take individual progress into account when determining the impact, rewards, and promotion for all Partners and Executives.
Data has been critical to helping us quantify and understand our efforts and impact since we began documenting our diversity and inclusion progress in 2014.
Globally the employee population of women grew 20.2% in 2022 and has grown 81.3% since 2018. We've increased the number of women at Partner + Executive (+102.2%) and Director levels (+112.3%) since 2018.
US Black and African American
Black and African American representation in our core US workforce rose 0.9 percentage points to 6.6%, the highest year-over-year increase in the past five years.
US Hispanic and Latinx
Hispanic and Latinx representation in our core US workforce rose 0.6 percentage points to 7.6%, the highest year-over-year increase in the past five years.
Diverse and inclusive
85.1% of employees agreed or strongly agreed that “we’re diverse and inclusive … we’re open to others’ ideas, we value and invite differing perspectives, and we believe diversity is critical to our success,” up 1.2 percentage points.
Racial Equity Initiative
We’re committed to addressing racial injustice through our Racial Equity Initiative, announced in June 2020 for our core US Microsoft business.
“This isn’t about a pledge or a performance. It’s about being deeply connected to the powerful impact of inclusion. While always committed, we’re now unapologetic in the standards we’ve set and the behaviors we expect.”
Lindsay-Rae McIntyre, Chief Diversity Officer, Microsoft
“At Microsoft, our business success depends on innovation, which is based on new ways of thinking, requiring a workforce of people with many different life experiences and perspectives.”
Kathleen Hogan, Chief People Officer, Microsoft
“By leveraging our platform and working collaboratively with partners, Microsoft helps drive change and works to address critical issues impacting the rights of our employees.”
Fred Humphries, Corporate Vice President, US Government Affairs, Microsoft
At Microsoft, we’re committed to the principle of pay equity.
Racial and ethnic minorities in the US
As of September 2022, inside the US, racial and ethnic minority employees combined earn $1.008 total pay for every $1.000 earned by white employees with the same job title and level and considering tenure.
Women in the US
As of September 2022, inside the US, women employees earn $1.007 total pay for every $1.000 earned by employees who are men and have the same job title and level and considering tenure.
Women outside of the US
As of September 2022, outside the US, women employees earn $1.002 total pay for every $1.000 earned by employees who are men with the same job title and level and considering tenure in these combined geographies.
As the Microsoft workforce grows, we continue to increase opportunities for employees to self-identify.
Gender identity and sexual orientation
We offer employees the choice to identify based on their sexual orientation, gender identity (including options beyond binary gender terms), and/or as transgender in 28 countries including the US.
Dimensions of Asian identity
We expanded options for Asian employees in the US to identify their backgrounds. The Asian community is the largest racial and ethnic minority group in our company, encompassing more than 20 sub-identities.
We offer employees the choice to identify as a person with military experience in 38 countries, and we’re sharing data on representation of US employees with military status for the first time.
Employees with disabilities
To better understand and support employees with disabilities, we encourage people to voluntarily self-identify as having a disability. We currently offer this option in 46 countries including the US.
More than just numbers
We leverage data so that we can deepen our understanding of our workforce and identify where additional efforts are needed. We focus on measuring what matters.
Women in technical roles
Women account for 25.8% of our technical workforce — and this representation has grown at least 1.4 percentage points each year over the past five years.
Multiracial representation is 2.6%. Representation grew 1.2 percentage points at the Executive level to 1.9% and 0.5 percentage points at the Partner + Executive level to 1.9% year over year.
7.8% of US employees self-identified as having a disability. This is a 0.7 percentage points increase from 2021.
4.7% of US employees self-identified as having served the US Armed Forces or as having Protected Veteran status. This is a 0.4 percentage points increase from 2021.
*Data on this page is reflective of our core Microsoft business, which represents 83.9% of our broader Microsoft workforce and excludes minimally integrated companies.