91̳

Everyone

Means Everyone

Change doesn’t happen overnight, but we know from experience it’s a journey worth taking. Building a more equitable and inclusive organization is an ongoing process, and we’re committed to getting it right.

To have progress and innovation in a company, employees must feel psychologically safe to share their ideas and bring their authentic self to work.

Yulinda Ma, Senior Regulatory Counsel and Asian Employee Resource Group Founder

90/100

2023-2024 CORPORATE EQUALITY INDEX

As measured by the Human Rights Campaign Foundation

INVESTING IN INCLUSION

Visibility is accountability. We are committed to growing representation at all levels.

Global

43% Female
2% Identify as having a disability
1% are veterans

Executive Leadership

17.6% Female

82.4% Male

Senior Management

36.2% Female

63.8% Male

Other Employees

45.2% Female

54.8% Male

Global

14% Asian
6% Black/African American
6% Hispanic or Latino
2% Other1

Executive Leadership

Executive leadership: 94.1% White, 5.8% Other

Senior Management

Senior Management: 74.8% White, 15.8% Asian, 3.9% Hispanic/Latino, 3.9% Black/African America, 1.2% Other

Other Employees

Other Employees: 70.8% White, 13.5% Asian, 7.1% Hispanic/Latino, 5.9% Black/African America, 1.9% Other, .8% Not Specified

White

Black / African
American

Asian

Hispanic or Latino

Other1

Not Specified


1 We define underrepresented communities as Women, Military Veterans, LGBTQ+, People with a Disability, Black/African American, Asian, Hispanic/Latino, Native American/Alaskan/Hawaiian, Pacific Islander, and two or more races/ethnicities.

2 Other Race or Ethnicity refers to individuals who identify as Native American/Alaskan/Hawaiian, Pacific Islander and two or more races/ethnicities.

3 This data is based on the voluntary self-identification of 91̳ Engines employees.

Global

42% Female
3% Identify as having a disability
2% are veterans
1% LGBTQ+

Executive Leadership

33.3% Female

66.7% Male

Senior Management

35.0% Female

65.0% Male

Other Employees

43.6% Female

56.4% Male

Global

12% Asian
5% Black/African American
7% Hispanic or Latino
2% Other1

Executive Leadership

 Executive leadership: 90.5% White, 4.8% Hispanic/Latino, 5.8% Other

Senior Management

Senior Management: 74.9% White, 13.3% Asian, 4.4%  Hispanic/Latino, 3.9% Black/African America, 1.5% Other

Other Employees

 Other Employees: 68.6% White, 12.4% Asian, 7.3% Hispanic/Latino, 5.5% Black/African America, 2.3% Other

White

Black/African
American

Asian

Hispanic/Latino

Other1

Not Specified


1 We define underrepresented communities as Women, Military Veterans, LGBTQ+, People with a Disability, Black/African American, Asian, Hispanic/Latino, Native American/Alaskan/Hawaiian, Pacific Islander, and two or more races/ethnicities.

2 Other Race or Ethnicity refers to individuals who identify as Native American/Alaskan/Hawaiian, Pacific Islander and two or more races/ethnicities.

3 This data is based on the voluntary self-identification of 91̳ Engines employees.

Global

41% Female
3% Identify as having a disability
2% are veterans
2% LGBTQ+

Executive Leadership

23.8% Female

76.2% Male

Senior Management

38.4% Female

61.6% Male

Other Employees

41.2% Female

58.8% Male

Global

14% Asian
5% Black/African American
7% Hispanic or Latino
1% Other1

Executive Leadership

 Executive leadership: 90.5% White, 4.7% Hispanic/Latino, 5.8% Other

Senior Management

Senior Management: 72.6% White, 16.8% Asian, 5.2%  Hispanic/Latino, 2.6% Black/African America, 2.6% Not Specified

Other Employees

Other Employees: 66.4% White, 13.5% Asian, 6.9% Hispanic/Latino, 5.4% Black/African America, 2.3% Other, 5.3% Not Specified

White

Black/African
American

Asian

Hispanic/Latino

Other1

Not Specified


1 We define underrepresented communities as Women, Military Veterans, LGBTQ+, People with a Disability, Black/African American, Asian, Hispanic/Latino, Native American/Alaskan/Hawaiian, Pacific Islander, and two or more races/ethnicities.

2 Other Race or Ethnicity refers to individuals who identify as Native American/Alaskan/Hawaiian, Pacific Islander and two or more races/ethnicities.

3 This data is based on the voluntary self-identification of 91̳ Engines employees.

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Our work changes the very direction of our clients’ lives – and that of generations that follow. This is a powerful moral imperative to accelerate the evolution to a more equitable society by making intentional interventions to mitigate systemic biases wherever we can.

Pammi Bhullar, Director of Diversity, Equity and Inclusion

Disability: IN

80/100

2023 DISABILITY EQUALITY INDEX
Best Place to Work for People with Disabilities Top Scorer

MOVING SOCIETY FORWARD

We understand that change is a gradual journey shaped by continuous dialogue, transparency about our results and course corrections when necessary, and we are committed to the process. To the extent that our organization is a microcosm of the larger world, we believe that by fostering a culture that values diversity in all its forms, we can do our part to create a more just and equitable society – one employee, one client, one person at a time.