Bold in our vision, unwavering in our focus
At Microsoft, diversity and inclusion is central to our mission to empower every person and every organization on the planet to achieve more.
"Our ambition is to attract, develop, and retain a workforce that reflects the world so we can unlock innovation for our employees, customers, and the planet."
Lindsay-Rae McIntyre, Chief Diversity Officer and CVP of Talent Development, Microsoft
"By focusing on representation and inclusion and investing in career and talent development, we create pathways for all employees to unlock their full potential and thrive."
Kathleen Hogan, Chief People Officer, Microsoft
"People want to know what they can do that is intentional and authentic to help drive progress. We have so many ways that employees can explore inclusion."
Merrie Williamson, CVP, Azure Infrastructure and Digital Apps Innovation and BAM executive sponsor, Microsoft
Anchoring on core concepts
Our D&I efforts are anchored to our globally consistent core concepts of allyship, covering, privilege, and unconscious bias, a shared framework that enhances our comprehension of D&I in various contexts.
In the UK, Nigeria, Greater China Region, and beyond, leaders and teams activated D&I this year in ways that are relevant to local employees and surface critical conversations to accelerate positive change.
Harnessing global perspectives
We invite in and engage with global perspectives, because we believe they are critically important to our work to create a more inclusive world for communities, customers, and partners.
Leaders set the tone
Leaders from Japan and Latin America share more about how we activate D&I locally and engage the broader ecosystem. Conversations, data, and feedback help identify the issues and topics that matter most.
Representation of women in our core global workforce grew 0.5 percentage points to 31.2% year over year, and has increased 3.6 percentage points since 2019.
US Black and African American
Black and African American representation in our core US workforce rose 0.1 percentage points to 6.7% year over year, and has increased 2.2 percentage points since 2019.
US Hispanic and Latinx
Hispanic and Latinx representation in our core US workforce rose 0.3 percentage points year over year, and has increased 1.7 percentage points since 2019.
84.6% of employees agreed or strongly agreed that their coworkers demonstrate allyship in the workplace, making an effort to understand, empathize, and act in support of others.
“It’s so important that the future of AI and society is a broad conversation that’s inclusive.”
Ashley Llorens, Vice President, Distinguished Scientist and Managing Director, Microsoft Research Outreach, Microsoft
“You need collaboration with people of different perspectives, because that’s the only way we are going to crack the very tough challenges we have ahead of us.”
Jean-Philippe Courtois, Executive Vice President and President, National Transformation Partnerships, Microsoft
“This work is about growth mindset. That means understanding a viewpoint that is different from yours.”
Ahmed Mazhari, President, Microsoft Asia
Racial and ethnic minorities in the US
Inside the US, all racial and ethnic minority groups who are rewards-eligible combined earn $1.007 total pay for every $1.000 earned by US rewards eligible white employees with the same job title and level and considering tenure.
Women in the US
Inside the US, women who are rewards-eligible earn $1.007 total pay for every $1.000 earned by rewards eligible employees who are men and have the same job title and level and considering tenure.
Women outside of the US
Outside the US, women who are rewards-eligible earn $1.003 total pay for every $1.000 earned by men who are rewards eligible with the same job title and level and considering tenure in these combined geographies.
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 26 countries including the US.
Dimensions of Asian identity
The Asian community is the largest racial and ethnic minority group in our company, encompassing more than 20 sub-identities. This year for the first time we share US data about these identities.
We offer employees the choice to identify as a person with military experience in 38 countries including the US. With this option, we aim to create more visibility and support for the community.
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
Year-over-year representation growth of women in technical roles outpaced overall representation of women, increasing 0.8 percentage points to 26.6%.
US disability status
8.8% of US employees in our core Microsoft business self-identified as having a disability. This is a 1.0 percentage point increase from 2022.
US military status
4.8% of US employees in our core Microsoft business self-identified as having served in the US Armed Forces or as having Protected Veteran status. This is a 0.1 percentage points increase from 2022.
Contribute to D&I
More than the previous year, employees understand what’s expected of them to contribute to a diverse and inclusive environment. The average score for this rose from 82 to 84 globally, and 80 to 83 in the US.
*Data on this page is reflective of our core Microsoft business, which represents 83.8% of our broader Microsoft workforce and excludes minimally integrated companies.