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:
- Publish guidance for inclusive business practices across global regions
- Publish guidance for AI (Artificial Intelligence) in HR systems and inclusive language
- 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:
- Ensure 100% of CEO’s staff obtain inclusive leadership development by 2025
- 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.
This year, 27 companies shared their global data with the AGI to examine their progress in each region and overall. The fundamental DEI efforts of these multinational companies—the structure and the core programs—remain strong. However, some external initiatives and responses, such as advocating for legislative change or pushing inclusive language guidelines, have declined alongside a decrease in visible DEI efforts.
Of the 27 companies that participated, 18 showed strong results in supporting DEI efforts internally and externally. While this is the third year for this AGI report, this is the first time the AGI created and shared an index report, heralding these organizations that scored at least 50 percent overall and have, therefore, qualified for the AGI Index.
- Alight Solutions
- Annapurna Finance Private Limited
- Ceridian HCM
- Concentrix Corporation
- Dell Technologies*
- Intel Corporation*
- KLA Corporation*
- Lam Research*
- Micron Technology*
- NTT DATA Services*
- Pariveda Solutions
- PENN Entertainment
- Snap Inc.*
- SpringWorks Therapeutics, Inc
- TEL *
* Alliance for Global Inclusion MemberThe remaining participating companies are anonymous, but their responses are included in the aggregated results shared in this report to celebrate the contribution of all participants.
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:
Efforts to increase accountability for DEI goals, especially around representation, increased substantially in all regionsDetails
Career Growth and Advancement
Involvement of underrepresented communities in key areas of advancement, i.e., formal mentorship and sponsorship, is increasing globallyDetails
Public Statements and Advocacy
External efforts such as advocating for legislative change or supporting supplier-diversity training has been reducedDetails
There is a deep commitment globally to developing a STEM workforceDetails
Global Insights Over Time
Effective employee conversations
11% more companies in Asia are training managers how to have effective employee conversations on inclusion-related topics
Diverse panels of interviewers
21% more companies are using diverse panels of interviewers for new hires in Canada
Senior leader accountability
24% more European companies are holding senior leaders accountable for DEI results through performance evaluations
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
23% more companies in Oceania are holding senior leaders accountable for DEI results through performance evaluations
Formal mentorship programs
25% more US companies have formal programs that encourage diverse mentorship or sponsorship relationships
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.