Refers to a workplace culture whose talent management practices are representative of all employees, regardless of race, ethnicity, gender, sexual identity, disability or veteran status.

Groups that are subject to prejudice, discrimination or biases due to their social status, background and/or other characteristics (e.g., a woman denied a management position because of her gender).

Refers to organizations that include people from multiple diverse group identities: race/ethnicity, gender, sexual orientation, People with Disabilities, veterans, nationality, class, religion or other groupings.

A coding system used by federal agencies to classify businesses to report on the U.S. business economy. For more information, please refer to: https://www.census.gov/naics/

Employees in the U.S. (including U.S. territories) hired externally after previous calendar or fiscal year and is still active current year.

Employees in the U.S. (including U.S. territories) promoted to a higher position and/or ranking after previous calendar or fiscal year and still active employees’ current year.

By voluntary turnover, we mean the employees who were with the company on the last day of the previous year but no longer with the company on the last day of the current survey year. Include retirees in the category of Retirement voluntary turnovers; exclude them from Voluntary turnover.

Turnovers due to firing or lay-offs. Only include those retirees impacted by a mandatory retirement age.

Overall Workforce: U.S. workforce including Alaska, Hawaii, Puerto Rico or any other U.S. territories. The workforce includes all employees, both management and non-management. Sometimes we use the term "total workforce," which is synonymous with "workforce."

Workforce hourly: U.S. workforce paid on an hourly basis for the amount of time spent working, including Alaska, Hawaii, Puerto Rico or any other U.S. territories. The workforce includes all employees, both management and non-management.

Workforce non-hourly exempt: U.S. workforce who are exempt from hourly and overtime pay, including Alaska, Hawaii, Puerto Rico or any other U.S. territories. The workforce includes all employees, both management and non-management.

Workforce new hires: All the new hires into workforce (as defined above) during calendar year or your fiscal year.

Workforce turnover (voluntary): By turnover, we mean the employees who were with the company on the last day of the previous year but no longer with the company on the last day of the current survey year. Include retirees in the category of Retirement voluntary turnovers; exclude them from Voluntary turnover.

Workforce turnovers (involuntary): Involuntary turnovers are the turnovers due to firing, lay-offs, etc. Only include those retirees impacted by a mandatory retirement age.

Management overall: All the management/professional employees as defined by your company. This includes management levels 1 through 4 and all other management/professional employees at the lower levels. (See below for the explanation of the management levels.) As a part of workforce, management overall includes only U.S. (including Alaska, Hawaii, Puerto Rico or any other U.S. territories). We often use the terms "management" or "management employees," both of which are synonymous with "management overall."

Management new hires: All the new hires into management overall (as defined above) during calendar year or your fiscal year.

Within-management promotions: Members of management overall who received promotions during the survey year. They should have already been a member of management overall prior to being promoted.

Employees promoted into management: All U.S. employees who were promoted into management. They should have been non-management employees prior to being promoted and became management employees. Leave these cells blank if your company does not allow this.

Management turnovers (voluntary): Voluntary turnovers within management overall. See above, "Workforce turnovers (voluntary)," for the definition of voluntary turnover.

Management turnovers (involuntary): Involuntary turnovers within management overall. See above, "Workforce turnovers (involuntary)," for the definition of involuntary turnovers.

Management level 1: CEO and their direct, non-administrative reports. This is the highest level in management. Sometimes it is shortened to "level 1" or even "lev1."

New hires to management level 1: All new hires into management level 1 during the survey year. This refers to new hires from outside of the company.

Promoted to management level 1: All new members who were promoted into management level 1 during the survey year. Exclude new hires from outside the company.

Management level 1 turnovers (voluntary): Voluntary turnovers within management overall. See above, "Workforce turnovers (voluntary)," for the definition of voluntary turnover.

Management turnovers (involuntary): Involuntary turnovers within management level 1. See above, "Workforce turnovers (involuntary)," for the definition of involuntary turnovers.

Management level 2: One level below management level 1 (non-administrative).

Management level 3: Two levels below management level 1 (non-administrative).

Management level 4: three levels below management level 1 (non-administrative).

Your CEO (or U.S. lead) and direct reports as well as their direct reports (management levels 1 and 2).

The internal Human Resources Council, which is comprised of high-level leaders or management levels 1 through 4 only. 

U.S. employees who are part of your company's Human Resources division.

Refers to helping a person grow personally and professionally by providing them advice, feedback and coaching.

A company-sanctioned and company-run program that pairs mentors and mentees, tracks participation and assesses/measures the success of participant and program outcomes.

The process of a person with authority, who actively uses their influence to help employees advance in the company.

Usually, someone at a more senior level and/or an individual with strong influence within an organization assists high potentials in gaining visibility for particular assignments, promotions or positions.

A company-sanctioned and company-run program that pairs sponsors with identified talent, tracks participation and assesses/measures the success of participant and program outcomes.

Internal networks within your organization that promote an inclusive workplace.

Internal networks within your organization that promote an inclusive workplace.

A work environment aimed at welcoming and providing equal treatment to employees from different backgrounds.

A process to review an employee’s current (or past) performance, potential, development opportunities and career mobility within an organization. Could also include individuals identified as part of succession planning efforts.