Diversity & Inclusion Report

Our D&I efforts are anchored to our globally consistent core concepts of allyship, covering, privilege, and unconscious bias, a shared framework that enhances our comprehension of D&I in various contexts.

In the UK, Nigeria, Greater China Region, and beyond, leaders and teams activated D&I this year in ways that are relevant to local employees and surface critical conversations to accelerate positive change.

We invite in and engage with global perspectives, because we believe they are critically important to our work to create a more inclusive world for communities, customers, and partners.

Leaders from Japan and Latin America share more about how we activate D&I locally and engage the broader ecosystem. Conversations, data, and feedback help identify the issues and topics that matter most.

During New Employee Orientation, as employees are introduced to Microsoft's mission, values, and culture, they're also introduced to Microsoft's D&I efforts aligned to the mission and values of the company.

We survey employees who participate in New Employee Orientation, and feedback includes insights such as: “The inclusion and diversity stories helped to really put into context and reinforce why I came here.”

In 2023, Microsoft integrated Nuance. Ahead of the official transition, employees built relationships and strengthened a sense of inclusion through connections between Employee Resource Groups (ERGs).

Early collaboration between Blacks at Microsoft (BAM) ERG and Black Employees in Nuance Group (BEING) led to a joint Hackathon project aimed at improving healthcare for racial and ethnic minority communities.

Microsoft 365 profile videos are short, personalized videos created by users to introduce themselves to people they interact with virtually, replicating how people introduce themselves in the real world.

A new tool within Microsoft 365 gives users the opportunity to record the correct way to pronounce their names, fostering connections that are much more comfortable and personal.

Correctly using someone’s pronouns helps build trust and improve communication. A new feature allows people to specify their pronouns in their Microsoft 365 profile and see others’ pronouns if they choose to share.

Our approach to self-expression tools and features is always mindful of user needs, user safety, and global contexts. Users are empowered to share only what and when they choose.

We require foundational learning for all employees on the concepts of allyship, covering, unconscious bias, and privilege, developed in partnership with leading academics and grounded in neuroscience.

Through personalized learning, more than 20,000 employees have participated in D&I Learning Pathways, choosing paths on D&I basics, core D&I concepts, or identity-based topics such as race and gender.

We’ve introduced immersive simulated workplace scenarios where employees can practice their skills around topics such as micro-messages, receiving real-time feedback that fosters lasting behavior change.

Microsoft continues to evolve the conversation on religion and faith in the workplace through efforts such as partnering with external experts and introducing a Religion and Faith Learning Pathway.

For every employee at Microsoft, the D&I Core Priority is a set of actions based on ongoing personal reflection, which includes an intentional discussion with their manager, to help advance inclusion.

Each employee personalizes their D&I Core Priority to align with their role and interests. Step 1 is to decide on focus areas, such as participating in Employee Resource Groups, or practicing allyship.

If an employee chooses to practice allyship, for example, success could involve completing a Learning Pathway, demonstrating how they applied learnings, and investing in dialogue and connection with others.

In preparation for their performance and development conversation, employees are asked to reflect on their impact, sharing specific examples related to positive impact.

We've partnered with the Strategic Foresight Hub at the Stimson Center on a fellowship program, bringing global thought leaders together to advance a discussion on the applications and impacts of AI.

Representation across AI teams is crucial so we can develop technology that reflects all users. We enable leaders to build these teams through coaching and deepening understanding of privilege, power, and bias.

With customers, we’re developing solutions that empower underrepresented people through digital upskilling, such as AI-powered Mentra, which connects neurodivergent job seekers with opportunities.

AI is behind some of the biggest strides we’ve made in accessibility. Our products offer a range of accessibility solutions including speech-to-text and captioning, Narrator, Immersive Reader, and Seeing AI.