2023 Alliance for Global Inclusion Index

Now in its third year, our annual global survey of DEI best practices for tech companies and those with large tech workforces, examines progress in three impact ares: People, Market, and Society.

A Letter from Our Commitment Partners

We are delighted to present the annual Alliance for Global Inclusion (AGI) Index. This report reflects our dedication to fostering global workforce cultures that value and celebrate diversity, ensure equitable opportunities, and promote inclusive environments for all. We want to congratulate those that participated and made the Index this year. Your individual efforts within your organizations stand as a testament to your unwavering commitment.

In 2021, we came together to create the Alliance for Global Inclusion, a one-of-a-kind coalition combining the collective power and resources of our global organizations, to accelerate inclusion for all in the workplace. As a group of industry peers, we are committed to advancing tangible, innovative solutions to historical challenges in this space. We recognize the importance of creating a workplace that reflects the diverse communities we serve, and we dedicate ourselves to promoting inclusive business practices in all aspects of our operations. Our goals reflect our long-range strategy to improve outcomes for our people, our markets, and our communities (society) worldwide.

As the coalition, we prioritized three goals in 2023:

  1. Publish guidance for inclusive business practices across global regions
  2. Publish guidance for AI (Artificial Intelligence) in HR systems and inclusive language
  3. Support STEM (Science, Technology, Engineering, Mathematics) access by hiring from more inclusive pathways

Based on these annual goals our CEOs made long-range strategic goals to:

  1. Ensure 100% of CEO’s staff obtain inclusive leadership development by 2025
  2. Contribute to a collective commitment to hiring 5%+ employees from inclusive pathways by 2030

Beyond our yearly and long-term strategic goals, we recognize that each AGI member organization has unique resources and processes to navigate. To support each organization on their distinct inclusion journey, we introduced The Alliance Maturity Model. The Maturity Model is referenced in the report to help guide the audience toward accessible and actionable insights.

While we have made significant strides as individual companies, challenges remain, such as navigating the external global environment, ensuring all employees feel psychologically safe at our work locations, and remaining flexible during uncertain times to focus on key priorities.

In the coming year, we will continue our commitment to inclusion for all by collaborating with industry peers and thought leaders to share best practices and create industry-wide, global, and societal impact through our collective efforts. We remain steadfast in our mission to drive positive change for our employees, through our products and in our communities.

We invite you to read the full report, join the Alliance for Global Inclusion, and complete the Index survey next year.

The Alliance for Global Inclusion Commitment Partners

Key Findings

This report examines key findings from the global survey respondents in each of the AGI’s three pillars – People, Market and Society.

Participating companies in the survey are moving towards higher levels on the maturity model, through efforts such as more accountability, and emphasis on advancement programs that help underrepresented communities drive to equal opportunities. Below are four key findings from this report:

Accountability

Efforts to increase accountability for DEI goals, especially around representation, increased substantially in all regions

Details

Career Growth and Advancement

Involvement of underrepresented communities in key areas of advancement, i.e., formal mentorship and sponsorship, is increasing globally

Details

Public Statements and Advocacy

External efforts such as advocating for legislative change or supporting supplier-diversity training has been reduced

Details

STEM Efforts

There is a deep commitment globally to developing a STEM workforce

Details

Global Insights Over Time

Asia

Effective employee conversations

11% more companies in Asia are training managers how to have effective employee conversations on inclusion-related topics

Canada

Diverse panels of interviewers

21% more companies are using diverse panels of interviewers for new hires in Canada

Europe

Senior leader accountability

24% more European companies are holding senior leaders accountable for DEI results through performance evaluations

Latin America

Bias mitigation

18% more companies are training hiring managers and recruiters on bias mitigation before interviewing candidates in Latin America

Middle East & North Africa

Formal mentorship programs

22% more companies in the Middle East and North Africa have formal programs that encourage diverse mentorship or sponsorship relationships

Oceania

Performance evaluations

23% more companies in Oceania are holding senior leaders accountable for DEI results through performance evaluations

US

Formal mentorship programs

25% more US companies have formal programs that encourage diverse mentorship or sponsorship relationships

Recommendations

The most effective DEI leaders, including companies on this Index, reach the highest levels of the maturity model through different business initiatives. We would urge companies to join the Alliance to learn to:

People: Support and recognize inclusive leadership

Extend resources and acknowledge those practicing inclusive behaviors—employee resource group (ERG) leadership, leaders of inclusive/belonging conversations, and support development on inclusive leadership competencies.

People: Create a multitude of inclusive pathways for talent to develop & progress

Develop internal pathways through ERGS; formal and informal sponsorship, allyship, and mentorship opportunities; leadership development and executive succession planning to enhance an inclusive culture. Enhance and systematize multiple access routes into STEM careers by leveraging internships, apprenticeships, and certification programs to integrate and support more inclusive talent souring into the technical workforce.

Market: Increase efforts to mitigate bias in AI and create inclusive product/service design

Identify and develop an internal governance model for assessing and implementing AI tools, including HR tools, that drive inclusive outcomes for all. Work with the AGI as this critical area continues to develop to ensure inclusion for all.

Society: Expand STEM efforts globally

Invest and engage in global community partnerships to identify and provide opportunities for underrepresented talent. Track STEM community partnership outcomes, graduate hiring, retention, and promotions from underrepresented talent to evaluate progress.

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