These include the Asian Connection for Excellence (ACE); Black Employee Success Team (BEST); Global Organization for the Advancement of Latinos (GOAL); People for Respect, Inclusion and Diversity of Employees (PRIDE); Veteran Advocacy and Support Team (VAST); and Women’s Interest Network (WIN). We also support diversity-based education programs and professional organizations such as the National Society of Black Engineers, Society of Women Engineers, Society of Hispanic Professional Engineers and the National Action Council for Minorities in Engineering, among others. We believe these strategic investments in education will help build a global, diverse pool of talent to advance technologies to help meet future energy needs.
We remain committed to improving the gender balance within our company. ExxonMobil promotes leadership opportunities for women throughout all aspects of the employment relationship, including recruitment, hiring, training, promotions, transfers, and wage and salary administration.
Currently, women account for about 28 percent of our worldwide workforce. In 2014, 40 percent of management and professional new hires were women, significantly higher than the percentage of women in our broader employee population. In the United States, 34 percent of our newly hired engineers were female, higher than the U.S. percentage of female engineering students. Approximately 17 percent of executive employees worldwide are women — an increase of 55 percent over the past decade. This increase is a result of continued focus on early identification of female management development candidates. Notably, approximately 29 percent of our early career stage executive employees worldwide are women.
To increase the representation of minorities in our U.S. operations, our hiring programs include outreach to identify diverse candidates. For example, through our technical scholarship program, we award scholarships to ExxonMobil minority interns to assist them in completing their college degrees. In 2014, we provided 62 technical scholarships, an increase of 240 percent over the past 10 years. In the United States, our minority representation among management and professional new hires was 32 percent in 2014. Further, 35 percent of our newly hired engineers were minorities, significantly higher than the percentage of U.S. minorities in our broader population. Approximately 13 percent of our U.S. executives in 2014 were minorities, an increase of 55 percent over the past decade. Consistent focus on early identification of minority management development candidates has further enhanced our bench strength in this area: 23 percent of early career U.S. executive employees are minorities.
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