2024 Alliance for Global Inclusion Index
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2024 Alliance for Global Inclusion Index Summary
Key findings and recommendations from this year's comprehensive global survey of D&I best practices.
Download2024 Alliance for Global Inclusion Index Full Report
Featuring the full detailed results of our annual global survey of D&I best practices.
Download2023 Global Inclusion Index Survey
Featuring the detailed results of third annual global survey of D&I best practices.
View the Data2022 Global Inclusion Index Survey
Discover overall and regional key findings from our 2nd annual Index Survey.
View the DataA 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 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 advance tangible, innovative solutions to historical challenges in creating a workspace that reflects the diverse communities we serve. 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 2024:
- Publish 2024 AGI Index Results
- Publish guidance for AI (Artificial Intelligence) in HR systems and inclusive language
- Support STEM (Science, Technology, Engineering, Mathematics) access by hiring from more under-resourced pathways
Based on these annual goals, our CEOs established 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 its distinct inclusion journey, we provide The Alliance Maturity Model, which 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 to focus on key priorities during uncertain and volatile times.
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 Index
This year, 28 companies shared their global data with the AGI to examine their progress in each region and overall. The fundamental D&I efforts of these multinational companies—the structure and the core programs—remain strong. However, some visible D&I efforts, such as advocating for legislative change in some regions and holding leaders accountable for representational goals, have become less prominent.
Of the 28 companies that participated, 21 showed strong results in supporting D&I efforts internally and externally and, therefore, qualified to earn spots on the Index. While this is the fourth year for this AGI report, this is only the second time the AGI created and shared an index report, heralding these organizations that scored at least 50 percent overall.
- Alight Solutions
- Annapurna Finance Private Limited
- Applied Materials, Inc.*
- Dayforce US, Inc.
- Dell Technologies*
- Energetiq Technology*
- Equinix*
- Intel Corporation*
- KLA Corporation*
- Lam Research*
- Micron Technology*
- Nasdaq*
- NTT DATA North America*
- NYU Langone Health
- Pariveda Solutions
- PENN Entertainment
- SpringWorks Therapeutics, Inc
- Taiwan Semiconductor Manufacturing Company Limited
- tCognition INC.
- TEL*
- Zebra Technologies Corporation*
* Alliance for Global Inclusion Member
The 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.
Participant Demographics
The 2024 survey was open from March 5, 2024, to July 19, 2024. Data was collected across eight different geographical regions: United States, Europe, Asia, Canada, Middle East/North Africa, Latin/Central/South America and the Caribbean, Sub-Saharan Africa, and Oceania.
Key Findings
The year 2023, upon which all data in this report is based, saw support for D&I strengthened at organizations, such as the Alliance members, that were deeply committed and understood the business benefits of D&I. But globally, attacks on D&I were well publicized and some organizations that were not as committed cut back their efforts. Below are four key findings from this report:
Inclusive Cultures
Training managers use of inclusive behaviors increased dramatically in almost all regions. These increases demonstrate the emphasis on creating inclusive cultures where all people can thrive.
STEM Training and Development
Simultaneously, there have been significant increases in efforts to reach and train potential STEM students to create a technically adept and diverse future workforce.
Inclusive Language
Survey respondents reported increased efforts in many countries to create inclusive language for internal and product purposes.
Public Statements and Advocacy
All data was based on the calendar year 2023, when volatile economic and political issues impacted many countries and regions. Speaking out proactively on legislation impacting under-resourced groups continues to be a concern for many companies, varying by region.
Recommendations
The most effective D&I 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, such as employee resource group (ERG) leadership and leaders of inclusive/belonging conversations, and support development on inclusive leadership competencies.
Market: Increase efforts to mitigate potential 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 under-resourced talent. Track STEM community partnership outcomes, graduate hiring, retention, and promotions from under-resourced talent to evaluate progress.
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