Our I.D.E.A. Report

Our 2022 Inclusion, Diversity, and Equity Accountability report.

Inclusion and diversity runs through everything we do. Our second I.D.E.A. Report shows what we’ve achieved, and where we still need to improve. It’s all part of our inclusion evolution.

Hear from Sara Axelbaum, our global head of inclusion and diversity

We’re proud of the progress we’ve made so far, and we’re excited to go even further. It’s a journey we’re all on together. Watch Sara’s video to find out more. 

01

Global representation of women increased at all levels

Women now represent over 50% of our population in countries outside of India. And if that wasn’t exciting enough, the most significant increases are at leadership levels. We’re pleased to see that retention and hiring levels have also remained high.

01

REPRESENTATION OF WOMEN BY LEVEL (2020 vs 2021)

PERCENTAGE OF POPULATION

02

02

We’re bucking the industry trend

With a higher representation of women vs men in the US, we’re achieving the opposite of the national industry trend. (The data we have is limited to the US audience, so we’re only able to comment on this area.) Find out more by downloading the report.

REPRESENTATION BY GENDER – USA ONLY

PERCENTAGE OF POPULATION

Note: Non-binary representation is <1%

 

Source: 2018 EEOC data for Industry 541

03

Representation of BIPOC has increased and is growing at all levels

Representation of BIPOC has increased globally and outside of India. The biggest increase of BIPOC employees was seen at our leadership level, which saw a year-on-year change from 11% to 21%. But, year-over-year, we’ve seen a slight drop in hiring percentages and a more significant drop in retention. This is something we’ll continue to actively monitor.

03

REPRESENTATION OF BIPOC BY LEVEL: ROW

PERCENTAGE OF POPULATION

04

We still need to make progress with race/ethnicity compared to our industry

In the US, we have lower representation of BIPOC employees vs the industry. And we have a slightly lower representation of Asian and Black employees. We’re not where we want to be, and we’re making continued improvements.

REPRESENTATION OF RACE/ETHNICITY COMPARED TO INDUSTRY BENCHMARKS (USA ONLY)

PERCENTAGE OF POPULATION

05

Our gender pay gap has been eliminated

The previous report on page 20 showed that women were more likely to be paid at the bottom half of their pay bands, and Dandi identified a pay gap of 3 percentage points. But now it’s 0% and the uneven salary band trend no longer exists!

05

SALARY BAND DISTRIBUTION ANALYSIS: GENDER (GLOBAL)

06

While DEI efforts are typically focused on gender and race/ethnicity, we value the many facets of diversity and intersectionality that make up the identities of our people. While we have statistically fewer people in many segments, we still keep an eye on all of these facets throughout our data analysis. To read more on our additional dimensions of diversity, please see page 20 of ‘Delving into the data behind the I.D.E.A. Report’

Inclusion and diversity from around the world

MiQ is made up of people who work al all around the world. No matter the country or culture, our people passionately support our three inclusion and diversity pillars: Inclusion Everyday, Diversity Drives Innovation and Systematic Change. From partnerships to apprenticeships, events to discussions, our regions have achieved so much that we’re proud of. Discover the key highlights of 2021.

The next stage of our evolution

The 2022 I.D.E.A. Report has flagged areas that we need to improve, but it’s also highlighted what’s worked well. While we will always press forward with new initiatives, we’re improving where we need to and doubling down on areas where we’ve already seen success. Our areas of focus will include:

1

Increasing the representation of women and BIPOC (especially at leadership levels), and focusing on retention. 

2

Creating more accurate and equitable data practices and resetting our job leveling. This will help us to better compare job roles, create objective bonus tiers, and action more equitable salary practices.

3

Carrying out an accessibility audit across all our physical and virtual spaces. This will help us to define an action plan and make sure our benefits are inclusive.

4

Using our skills, talents, and products to improve the industry and the world around us.

5

Expanding the facets of diversity that we prioritize. As part of this, we’ll look beyond race and gender and include other intersections of identity, and historically marginalized groups.

6

Championing intentional inclusion every day, from every person, in every location. To do this, we’ll continue to evaluate inclusive actions as part of job performance. This helps to show that inclusion, diversity and equity is a core skill that should be developed and rewarded. We’ll also promote the organic growth of our Employee Resource Group (ERGs) and local I&D committees. Plus, we’ll expand the opportunities available, including tailored coaching and development for those from historically marginalized backgrounds. All of this will be supported by sharing more stories and learning from one another.

All of these action items are detailed further in the Action plan section of our downloadable report. Thank you for reading, please contact Sara Axelbaum with any questions or comments

You can also download last year’s inaugural I.D.E.A. Report to see where our inclusion journey began and how far we’ve come.