DiversityCentral.com - Business Statistics

Corporate Boards

Ethnic directors on corporate boards
	1998	1999
African American	37%	39%
Latino	12%	12%
Asian	6%	9%
Total	55%	60%

Companies with at least one female or minority director
	Women	Minorities
Pharmaceuticals	93%	71%
Entertainment	91%	55%
Energy	88%	65%

The largest companies in America, those with a gross of at least $20 billion in annual revenue, reported a larger concentration of women and minority directors on their boards. Seventy percent of these companies report having at least two women and 53 percent have two or more minority directors.
More boards are bringing a second woman on as director. In 1999, 25 percent of boards reported having two female directors, as compared to 22 percent in 1998 and 18 percent in 1997.
In 1999, women accounted for ten percent of the director population, which increased one percent from the previous year.
Minority directors represented six percent of the director population in 1999.
Consumer products companies claimed the highest percentage of female board directors in 1999 with women making up 12 percent of boards.

Source: Korn/Ferry International

Entrants to the Workforce

Net New Entrants into the workforce between 1994 and 2005
Total Workforce	100%
All minorities, both sexes	51%
White, non-Hispanic, both sexes	49%
Women, all ethnic groups	62%

Source: Workforce 2020, Hudson Institute

U.S. Labor Force

	Percentage 1995	Percentage 2005	Percentage 2020
Whites, Non Hispanic	76%	73%	68%
Women	46%	48%	50%
Hispanic	9%	11%	14%
African American	11%	11%	11%
Asian American	4%	5%	6%

Source: Workforce 2020, Hudson Institute

Multicultural Market Statistics

The total earned income for African-Americans grew to $441 billion in 1998, a 12% increase over 1998, according to the newest edition of the annual report, "The Buying Power of Black America."
African Americans spent a total of $1.3 billion on computer-based products in 1998, according to the sixth edition of "The Buying Power of Black America." That's an average increase of 143% over the amount spent in 1997. White households increased their spending on computer-based items by an average of 10%%.
The amount spent on Internet services by African-Americans grew 140% in 1999, while the amount spent by Whites grew 57%.
The amount African-Americans spent for computer hardware grew 196%, while the amount spent by Whites increased 6%.

Source: Target Market News

Heritage make-up of the U.S. Asian market

Chinese	2 million
Filipino	1.8 million
Korean	1.3 million
Japanese	1.2 million
Asian-Indian	1.1 million
Vietnamese	1 million
Southeast Asian*	500,000
Pacific Islander**	400,000
Other Asian	300,000
*Cambodian, Hmong, Laotian, Thai
**Does not include legal and temporary residents or foreign students
Source: Rounded figures based on 1990 U.S. Census and Kang & Lee Advertising

From 1985 to 1995, African American media grew by 72%, Hispanic media by 160% and Asian American media by 173%

Source: Multicultural Marketing News. January/February 1998

During the 1990 Census, about 1.6% of the population went uncounted.
In 1980, 25% of those being surveyed failed to return the forms compared to 40% in 1990.

Source: Asian Week. Thursday, November 4, 1999

People with Disabilities*

1996 Total Incomes of Ethnic Markets and People With Disabilities (in Billions)
Disabled	$796
Black	$496
Hispanic	$348
Asian	$150
Source: Population Profile of the U.S., U.S. Bureau of the Census
Projected Total Income for Americans With Disabilities, 1996-2001 (in Billions)
1999	$925
2000	$975
2001	$1030
Source: Packaged Facts, 1997
Employment of People With Severe Disabilities
1980	4,000
1985	11,000
1990	15,000
1996	27,000

Source: Current Population Reports, "Americans with Disabilities"

Since 1986, the Number of People With Disabilities Wanting to Work Has Increased

1986 - 66% of people with disabilities wanted a job, while 34% did not
1994 - 79% of people with disabilities wanted a job, while 18% did not

Source: N.O.D./Harris Survey of Americans with Disabilities, "Closing the Gap," 1994

Brand Switching Potential

40% of households with a disability would be extremely likely or very likely to switch brands to support a disability cause.
32% of non-disabled households would also be extremely likely or very likely to switch brands.

Source: U.S. Paralympic Games, Market Research, 1994

* Disability statistics contributed by Patricia Digh, President, RealWork, E-mail: pdign@realwork.com

Population
	Percentage 1995	Percentage 2005	Percentage 2020
Whites, Non Hispanic	83%	81.3%	79%
Hispanic	10.2%	12.6%	16.3%
African American	12.6%	13.2%	14%
Asian American	3.6%	4.6%	6.1%
Native American	0.9%	0.9%	1%
Source: Workforce 2020, Hudson Institute

Facts about Minority Suppliers

In 1997, it was estimated that there were 3.25 minority-owned businesses in the U.S. generating $495 billion in revenues and employing nearly 4 million workers. According to the U.S. Department of Commerce, this group is one of the fastest growing business segments.
Minority businesses hire minority workers to a far greater extent than do non-minority firms; many of NMSDC’s minority companies have 75% minority work forces.
Most minority businesses are bootstrapped with personal funds. Most NMSDC-certified MBEs opened their doors with less than $50,000 in start-up capital – 4 in 10 with less than $15,000.
Nearly one-third of the NSMDC MBEs have owned or run a business prior to setting up their present enterprise. Most who have not run a company had at least 10 years of work experience; 80% have managerial experience.
Minority businesses buy from other minority businesses when they can; 3 out of 10 purchase more than 50% of their goods and services from other minority businesses.
In 1982, an estimated 84% of all MBEs had no employees. In 1997 the figure remained the same.

Source: National Minority Supplier Development Council, Inc. Press Release, October 8, 1999

Women of color report a concrete ceiling barring their advancement

The components of the concrete ceiling:

Not having an influential mentor or sponsor, 47%.
Lack of informal networking with influential colleagues, 40%.
Lack of company role models who are members of same racial/ethnic group, 29%.
Lack of high visibility assignments, 28%.

Women of color cite success factors:

Access to high-visibility assignments, 50%.
Performing over and above expectations, 49%.
Communicating well, 46%.
Having an influential mentor or sponsor, 44%.

Good diversity programs can foster retention:

Women who intend to stay with their employer are more likely to believe that their cultural differences are appreciated (50% vs. 16% who intend to leave).
Women who intend to stay with their employer are less likely to believe that many adjustments to fit in are required (50% vs. 79% who intend to leave).
A third of women-of-color respondents (34%) think that diversity programs have created a positive work environment.

Some diversity programs are not as effective as they could be or were intended to be for women-of-color managers:

While 75% of the women of color surveyed are aware of training in their corporation to raise awareness about race and gender issues, only 22% say their managers receive adequate training in managing a diverse workforce.
Almost half of the respondents cite pervasive stereotypes in evaluating their work environment.
More than half (53%) of those women believe that corporate diversity programs are less than effective in dealing with issues of subtle racism.
Only 26% of women of color say that career development is an important part of their company's diversity program.
Only 17% say their managers are held accountable for advancement of women of their own racial/ethnic group.

Women of color who intend to stay with their employer are more likely to have managers who:

Provide them with opportunities for visibility (65% vs. 41% who intend to leave).
Explain/interpret organizational politics (52% vs. 24% who intend to leave).
Map out clear developmental goals for direct reports (46% vs. 17% who intend to leave).

Source: http://www.catalystwomen.org/press_room/factsheets/factwoc3.htm

Women in the Workforce

Women in Corporate America

In November 2002, women represent 15.7% of the corporate officers in America’s 500 largest companies. These percentages are up from 12.5% in 2000 and 8.7% in 1995.
In April 2002, there were six female CEOs in the Fortune 500 and a total of eleven in the Fortune 1000.

Source: 2001 Census of Women Board, Directors of the Fortune 1000

>Corporate Officers

The number of women corporate officers have jumped to 2,140 out of 13,673. That’s up from 1,622 out of 12,495 corporate officers in 2000.
The number of women corporate officers have jumped to 2,140 out of 13,673. That’s up from 1,622 out of 12,495 corporate officers in 2000.

Top Earners

Although women are moving up, men still dominate the earnings race. Almost 95% or 2,141 of the top earning corporate officers are men, compared to only 188 or 5.2% of women top earners in the Fortune 500.
Women holding clout titles – including, but not limited to chairman, chief executive officer, vice chairman, president, chief operating officer, senior executive vice president, and executive vice president – have increased from 7.3% in 2000 to 9.9% in 2002.

Source: Catalyst, The 1998 Catalyst Census of Women Corporate Officers and Top Earners of the Fortune 500

Earnings (Compares to each $1.00 earned by white male managers)

Asian/other women: 67 cents
White women: 59 cents
African American women: 57 cents
Hispanic women: 48 cents

Demographics

Education:

Asian/other women have the highest education of all women managers – 63 percent have attained college or advanced degrees.
African-American women managers have the next highest incidence of college degrees (40 percent), yet earn less than White women managers.
African-American women have higher educational attainment than African-American men, a situation unique to this group.

Family:

Women managers are more likely to be single parents than male managers.
Women managers who are unmarried and have children under 18: 22 percent African-American, 15 percent Hispanic, 8 percent White, and 5 percent Asian/other women.

Source: Catalyst, Women of Color in Corporate Management: A Statistical Picture

Women in high tech industry

Labor Force Statistics

In the past ten years alone, employment in the U.S. computer and software industries has almost tripled. (Source: Dept. Of Commerce, "America’s New Deficit: The Shortage of Information Technology Worker," 1999).
Women in high tech make 22 percent less than men. When controlling for educational attainment, age and race the pay gap diminishes to 17 percent. (Source: The Council of Economic Advisers, "Opportunities and Gender Pay Equity in New Economy Occupations," May 11, 2000).

Education and Credentials

Women - who comprise 51 percent of the population and earned 56 percent of all bachelor level degrees awarded - earned only 27 percent of the bachelor level computer and information science degrees awarded by U.S. academic institutions in 1997-1998.
The share of all computer science degree awarded to women in the United States has fallen from a peak of 37 percent in 1984-85, to 27 percent in 1997-98 (Source: U.S. Dept. Of Education. National Center for Education Statistics. Digest of Education Statistics, 2000, NCES 2001-034).
African Americans, American Indians, and Hispanics are underrepresented in computer science education, though the share of degrees in these fields received by each of these groups has climbed substantially since 1977.

White: 74 percent
African-American: 12 percent
American Indian: 0.7 percent
Hispanic: 10 percent

Women Board of Directors and Corporate Officers

The percentage of board seats held by women in technology companies, 11.1 percent, is slightly lower than the overall percentage for Fortune 500 companies, 11.7 percent.
The percentage of board seats held by women in California-based technology companies, 8.7 percent, is lower than the percentage found for all Fortune 500 technology companies, 11.1 percent.
The percentage of women corporate officers of Fortune 500 technology companies, 8.9 percent, lags behind the overall percentage, 12.5 percent, for Fortune 500 companies.
The percentage of women corporate officers of technological companies located in California, 7.5 percent, is lower than the overall percentage for technological companies, 8.9 percent.

Source: Unpublished 2000 Catalyst census data. Catalyst, 2000 Census of Corporate Officers and Top Earners.

Women Executives

11.2% of corporate officers are women.
75% of Fortune 500 companies (376) have at least 1 women officer.
Over half (258) of Fortune 500 companies have more than 1 female corporate officer.
6% of corporate officers holding line jobs are women, while 94% are men.
Savings institutions are the industry with the most women at the top—32% of corporate officers are women. Other top industries include: diversified financials (30%), publishing/printing (26%), and transportation equipment (24%).
2 industry groups have no women corporate officers: trucking and textiles; others with low representation include electronics, semiconductors (2%), and waste management (3%).

Two Career Families

60% of all marriages are dual-earner marriages; members of dual-earner families make up 45% of the workforce.
69.9% of women and 61.8% of men in dual-career couples, say that a wage-earning spouse gives them more freedom to leave their company if not satisfied.
56% of men in two-career marriages report that having a working wife has a positive impact on their careers. 65% of women indicate the same.
58% of women and 53% of men in two-career couples name "lack of time" as the biggest challenge of their marriage.

* Source: Catalyst

Women Entrepreneurs

In the United States, women-owned firms represent 38% of all firms; internationally, women-owned firms represent between 25% to 33% of the total business population

Purchasing and Investing

75% of business women who use the Internet are going online to gather information prior to making purchases
72% of women business owners have invested in stocks, bonds and mutual funds; 58% of women employees have invested
42% of women business owners frequent malls; 59% of women employees frequent malls
57% of women business owners who use the Internet have purchased products or services online, compared to 40% of women employees
86% of women business owners say they use the same products and services in the home and in their businesses; 68% of them say they do so consciously; 32% of them say it just works out that way
39% of women business owners say a quality product of service is an important reason for using the same brands at home and in the business

* Source: National Foundation for Women Business Owners

Asian American Statistics

Asian and Pacific Islander Population in the United States: March 2000

As of March 2000, the Asian and Pacific Islander population in the United States was estimated to be 10,925,000.
America’s Asian and Pacific Islander population is overwhelmingly foreign-born at 6,706,000. Those foreign-born are roughly divided between United States citizen and resident alien, with 3,068,000 in the former category, and 3,638,000 in the latter category.
With high education attainment and jobs in the professions, 12 percent of Asian individuals have incomes of $75,000 or more, compared to 10.9 percent for whites with that income. Similarly, 32.7 percent of Asian households have incomes of $75,000 or more, compared with 25 percent of white households earning that income.
While Asian American poverty hit a new low at 10.7 percent, the percent of whites living in poverty was lower at 7.7 percent.
The overwhelming majority of Asian households consists of families – 75.1 percent compared to 67.3 percent for whites. There were 2.5 million Asian and Pacific Islander families. Women maintained 13 percent of those family households with no spouse present, and men maintained 7 percent of those households with no spouse present.
Asian American participation in the labor force closely matches that of whites – 67.2 percent to 66.4 percent. Asian Americans have an employed rate of 96.1 percent to 96.6 percent for whites, with the unemployment rates at 3.9 percent and 3.4 percent respectively.
Asian Americans in the labor force have 39.3 percent of their number in the managerial or professional categories, compared to 33.2 percent for whites in those categories.
In the area of educational attainment, among Asian Americans aged 25 years and over, 28.7 percent had earned at least a bachelor’s degree from college, and 15.3 percent had advanced degrees. That compares with 18.6 percent of whites aged 25 years with a bachelor’s degree and 9.5 percent with an advanced degree.
In home ownership, whites outpaced Asian Americans, with 73.6 percent home ownership, compared to 52.9 percent for Asian Americans.
America’s Asian and Pacific Island population was concentrated in the American West with 53.6 percent living there. The Midwest had the lowest percent at 11.3 percent of the total. Asians in the Midwest made up only 1.9 percent of the over-all population there, but made up 9.4 percent of the population in the West.
Asian Americans are overwhelmingly found in metropolitan areas with 47.5 percent in the central urban areas, 48.2 percent in metropolitan areas outside the central city. Only 4.3 percent of Asian Americans live in rural areas.

Source: March 2000 Current Population Survey and 2000 Census Bureau, http://www.census.gov/Press-Release/www/2001/cb01-111.html

American Indian Diversity Statistics

In business

Of the 20.8 million businesses in the U.S., not including agriculture, American Indians and Alaska Natives accounted for 0.9 percent of business owners, 0.3 percent of employment, and 0.2 percent of receipt.
American Indian employees represented 2.0 percent of the Federal workforce and .9 percent of the Civilian Labor force.

Sources: 1997 Economic Census, http://www.census.gov
"Annual Report to Congress: Federal Equal Opportunity Recruitment Program, October 1, 1999 - September 30, 2000."
http://www.opm.gov

In economics

According to the 2000 Census Bureau, American Indians and Alaska Natives suffer from the highest poverty rates in the nation. The rate was more than two times the national average (11.7 percent). However, they were the only group to have seen a drop in poverty.
Median income was $32,116, which is below the national average of $42,228.
The number of American Indians and Alaska Natives without insurance has increased over the past three years to nearly 30 percent, the largest of any racial group in the country.

Source: Indianz.com - Smoke Signals
http://www.indianz.com/News/show.asp?ID=2002/09/25/census
http://www.indianz.com/News/show.asp?ID=2002/10/01/insurance

In education

American Indians, Alaska Natives, Eskimos, and Aluets comprise 1.2 percent of public elementary and secondary students
65.5 percent receive high school diploma
9.3 percent receive Bachelor's Degree

Source: U.S. Department of Education
Ohio Valley College http://www.ovc.edu/missions/indians/indsocia.htm

Dutch Gay Marriage Statistics

In 2001, sixteen percent of people who married someone of the same sex had been in a heterosexual marriage.

Most divorced their straight partners.
Some were widowed.

Since the gay marriage law, granting same-sex couples the same rights as heterosexual couples, went into effect on April 1, 2001, 2.4 thousand people made use of the possibilities. But in 2002, the number of same-sex marriages fell to an estimate 1.9 thousand.

Source: Statistics Netherlands Press, November 27, 2002

Diversity in the Legal Profession

Combined African American and Hispanic representation among lawyers was seven percent in 1998. Asians were not reported separately. Today, total minority representation in the profession is about 10 percent, an increase largely attributable to greater participation and reporting of Asians. Less than 1/4 of one percent of lawyers are American Indians. Overall minority representation in the profession is still significantly lower than in most other professions.
Less than three percent of all partners in the nation's law firms are racial minorities, and that number falls to less than two percent in the largest and most profitable firms. In the 77 largest firms in New York City, 34 out of 4,400 partners are African American – a rate of 3/4 of one percent. In the 40 largest firms in Chicago, only 46 out of 3,000 partners are African American. One in 10 of the nation's largest firms has at most one minority lawyer. Asian Pacific Americans account for one percent of partners at major law firms.
There are fewer active African American federal appellate judges today than when Jimmy Carter was President. We have moved backwards despite the addition of 47 seats to the federal Courts of Appeals between 1979 and 1999. Three-quarters of the federal circuit courts now have either no African American or no Latino jurist. Asian Americans account for only seven of 748 federal judges. There is only one Native American Federal Judge. The Fourth Circuit, which has jurisdiction over a higher percentage of African American citizens than any federal circuit except the District of Columbia, has never had a black appellate judge. And the state courts are frequently even less diverse. In Florida, for example, seven out of every 10 judges in the court system are white men.
People of color comprise about 15 percent of judicial law clerks.
The proportion of students of color enrolled in law schools has doubled since 1986. However, over the past five years, minority law school enrollment has increased only 0.4 percent, the smallest five-year increase in 20 years. In 1999, the total number of minority law graduates in the United States dropped for the first time since 1985. Nationally, minority representation among law students is holding at about 20 percent, despite dropping significantly in top public law schools in states banning Affirmative Action. But only 7.2 percent of law students are African American, and blacks represent 12.1 percent of the general population. The disparity among Latinos, 5.5 percent of law students versus 11.6 percent generally, is even greater.
Minority representation among general counsel in the Fortune 500 is 2.8 percent. Only 14 General Counsel of Fortune 500 companies are minorities, and 11 of them were named in the last four years. Overall, lawyers of color comprise less than 10 percent of the nation's corporate counsel legal staff.

Source: Bar None: Report to the President of the United States on the Status of People of Color and Pro Bono Services in the Legal Profession. San Francisco: Lawyers for One America, 2000.

Death row statistics

Race of Defendant Executed Since 1976 (as of December 17, 2002)
White	465	35%
Black	281	35%
Hispanic	54	7%
Other (Native American, Asian, Iraqi)	20	2%

Race of Death Row Inmates
White	1,665	45%
Black	1,603	43%
Hispanic	347	4%
Other	82	2%

Race of Victims (Capital Cases)
White	81%
Black	14%
Hispanic	4%
Asian	2%

Source: www.deathpenaltyinfo.org/dpicrace.html

Family work hours and income

1998 Average Family Work Hours by race/ethnicity, middle-income, married-couple families with children
African Americans	4,278 hours per year
Hispanic	4,050 hours per year
White	3,789 hours per year

Median family income by race/ethnic group
	1995	1998
African American	$28,390	$30,053
Hispanic	$26,859	$30,262
White	$46,620	$50,106

Source: Black Enterprise Magazine

Protecting patients' rights: Who it's important to

	"Very important"
Sex
Female	80 percent
Male	58 percent
Income
Less than $30,000	60 percent
$30,000 - $49,999	66 percent
$50,000 - $74,999	61 percent
more than $75,000	49 percent
Political Party
Democrat	80 percent
Republican	57 percent
Independent	73 percent
Age
61+	67 percent
45 - 60	51 percent
31 - 44	52 percent
18 - 30	51 percent

Source: American Demographics, July 2000

Gay/Lesbian statistics

A 2000 Newsweek poll shows that 83% of all Americans believe that gay people should have access to equal rights in terms of employment and public accommodations. This is up from just 56% in 1977.
The percentage of Americans who believe that civil rights laws for gays and lesbians are intended to secure "equal rights" and not "special rights" is up to 54% from only 41% in 1995.

78% believe in equitable housing laws, 58% in spousal benefits, 54% to social security benefits, 43% in legal gay marriage, 65% in service in the military, 50% that gays should be able to adopt and 64% that gays should be allowed to teach all grade levels.
All of these are increases in percentages over the previous 20 years. And 75% believe that same sex marriage will be legal in at least one state by 2005. (NGLTF 1973-1999)

The Gay and Lesbian Parents Coalition International and other gay-rights groups estimate that there are about four million gay men and lesbians raising eight to 10 million children in the U.S. Most of these are gay parents who have left heterosexual marriages and taken the kids with them. But as gays and lesbians create their own families, the numbers are increasing.
The gay market segment is the fastest growing segment in the US. 1999 ad revenues topped $100 million for the third consecutive year. There are 103 local newspapers and 9 national gay-focused magazines in the US today, not to mention innumerable Web sites and portals. Less than 5 years ago, there were only 20 or so newspapers and 2 magazines.
Seven states have executive orders barring discrimination in public employment based on sexual orientation: Colorado, Maryland, New Mexico, New York, Pennsylvania, Iowa and Washington. (Ohio's rescinded in 1999)
Marriage fully legal in the Netherlands (4/1/01); Belgium considering it; Europe more progressive generally.

All statistics were provided by Liz Winfeld of Common Ground Consulting.

Barriers to Women's Advancement

	Women	Men
Lack of mentoring opportunities	70%	38%
Commitment to personal and family responsibilities	69%	53%
Exclusion from informal networks of communication	67%	25%
Lack of women role models	65%	35%
Failure of senior leadership to assume accountability for women's advancement	62%	22%
Stereotyping and preconceptions of women's roles and abilities	61%	27%
Lack of opportunities to take on visible and/or challenging assignments	54%	12%
Lack of significant general management or line experience	51%	47%

Source: Catalyst Newsletter, July 2001. www.catalystwomen.org

Hate Crimes: Attributions and Targets

Percent of hate crime incidents by attribution, 2001
Racial prejudice	44.9%
Ethnicity/national origin	21.6%
Religious Intolerance	18.8%
Sexual-Orientation Bias	14.3%
Disability bias	0.4%
Percent of racially motivated hate crime incidents by ethnic target
African American	66.7%
White	19.5%
Asian/Pacific Islander	6.6%
Multiracial groups	5.3%
American Indian/Alaska Native	1.8%
Percent of hate crime motivated by religious prejudice
Jewish	55.7%
Islamic	27.2%
Catholic	1.9%
Protestant	1.8%
Other	10.5%
Percent of hate crime motivated by sexual-orientation bias
Male Homosexual	69.3%
Female Homosexual	15.4%
Homosexual (as group)	13%
Homosexual and bisexual	2.3%

Source: Federal Bureau of Investigation's Justice Statistics

Percent of Unemployed Persons by Country:*

Bavaria, Germany*	6.8%
Western Germany	8.3%
France	9%
Former Communist East	19.1%
Argentina	near 25%

*Software start-ups are one reason why Bavaria's jobless rate remains less than Germany.

The Internet and International Business

Percent of companies (by country) that are using the Internet for customer communication more than for internal purposes:

U.S.	93%
UK	86%
Denmark	75%
Singapore	61%
Japan	60%
France	36%

Percent of businesses (by country) that are using internal or external E-mail:

U.S.	93%
UK	91%
Japan	87%
France	87%

Percent of companies that use the Internet for marketing (i.e. selling online):

U.S.	73%
UK	51%
Singapore	35%

Source: Taylor Nelson Sofres (TNS) Information Technology

AIDS drugs in South Africa

Number of people affected by AIDS in South Africa: 4.7 million, 11%
Daily cost of AIDS drugs per patient in South Africa:

Name brand drug: $3.20
Generic drug: $1.55

Source: World Health Organization

Number and percent of people who need transplants, by ethnicity

European American	30,211	41%
African American	18,503	25%
Hispanic	7,346	10%
Asian	3,15	4%
Mixed or Other Ethnicity	1,209	2%
Total	72,956	100%

Source: United Network for Organ Sharing

Gay & Lesbian Statistics for Washington State

One out of every 21 couples living together in Seattle, Washington is homosexual
Same-sex pairs represent one out of every 83 married and unmarried partners in Washington.
Percentage of lesbians outside of Washington's major metropolitan areas that make up same-sex households: 52 percent

Percentage of same-sex pairs in Washington that live in:

	Number	Percent
King County:	7,950	50%
Within three miles of Lake Union:	2,811	20%
Total:	15,900	100%

Percentage of all married and unmarried partners in Washington that are same-sex pairs that live in:

	percent	ratio
Tacoma:	1.4%	one out of 70
Bellevue:	0.9%	or one out of 115
Yakima:	0.7%	or one out of 135

*These figures do not include the homosexual population that does not live together as couples.

Source: "Census 2000: City near the top national in gay couples," Seattle Times, July 11, 2001

Hispanic female executives

A demographic study of Hispanic executives and leaders chosen for the Top Hispanic Women in Business of 2002 revealed:

The typical respondent is between ages 41 and 50 and has been with her current employer more than 10 years
Nearly one third of respondents (32 percent) attested to having experienced workplace discrimination based on their Hispanic ethnicity
More than half (54 percent) reported discrimination based on gender

of the 54 percent that experienced gender discrimination:

78 percent said such discrimination affected their hiring and promotion opportunities
70 percent felt it contributed to pay inequalities

Close to 70 percent of respondents said they have benefitted from affirmative action or diversity programs
Latina executives say that moving up the career ladder requires not only working hard and excelling at your job, but advanced networking skills are necessary.

Source: HispanicBusiness.com