Since our last survey, we’ve made progress with increasing diversity across many of the areas we measure. This includes gender, ethnicity, sexual orientation, disability, neurodiversity, nationality, age, socio-economic background and religion.
For example, women now represent 49% of the company globally, an increase of 5% from last year. Diversity of ethnic representation has increased with a larger group identifying as Black, Asian, Latinx and from multiple ethnic groups, increasing from 12% last year to 28% this year. Of this total 9% identify as Black, Caribbean or African, up from 2.5% last year. Our Product team has had an increase in gender diversity with more women in the team, up from 2.2% in 2020, to 19% in 2022. Last year, 22 nationalities were represented across the company, and now we have 51 represented nationalities.
We know that there is always more work to be done when it comes to diversity at DICE. Our recent blog shares some of the ways we’re weaving DEI into our hiring process.
Employee Community Groups
Hiring people is just the start – we want everyone to feel a sense of inclusion and belonging from day one. As an extension of our DEI team, we’ve created Employee Community Groups (ECGs) that further our commitment to provide support and opportunities to underrepresented groups. DICE currently has four ECGs serving our employees of colour, women, LGBTQIA+ and neurodiverse communities.