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This phenomenon is baffling: I’ve been reading anything that’s posted online about the mysterious clusters of ‘offer abandonment’ — which tracks closely with information two of my clients passed on from their direct experience.At first, everyone blamed “lazy Millennials” — the reports suggested younger applicants would accept the offer and vanish forever. But when Amazon and Target were ramping up their seasonal hiring binge late in 2018, both had to scramble when their preferred seasonal employee demographic — historically reliable, hard-working seniors — unexpectedly exploded the typically minuscule percentage of applicants offered and accepted jobs but failed to show up as scheduled for the paid day of training, or any day thereafter.It only gets less clear from there.Including this video may technically be a hate crime for its crippling stereotypes about Millennials and the cluelessness of us Olds. I include it to equally infuriate both camps, and make three of you laugh. Then more serious answer stuff:To have my two major retail-industry clients in crisis mode following an unprecedented volume of new-hire no-shows? It’s a first for me, but in my research of broader trends it appears no-shows/ghosting/AWOL is happening everywhere (and in a big way).What doesn’t make any sense at all are no-shows in 9–5, well-compensated, sought-after jobs.And why do those who disappear into the ether bother making the serious investment of time and effort required to get hired?The interview process will have two or three in-person sessions; requires checks with professional references; experience and expertise tested and probed by various interviewers … then nothing. Why would anyone invest so much time and effort — a risky wager of their time that literally paid off substantial returns — and then choose not to collect the prize?So: It’s limited to… young people, old people, seasonal workers, part-time workers and full-time hires. With no demographic explanation, we also know the mass no-shows happen across industries, and affect unskilled, lower-pay fields… but also well-paying, professional and creative hires. The only pattern is that something that never happened before is suddenly happening a lot.I can only surmise that most people with any experience in the workforce justifiably learn to expect nothing when it comes to job security… up to and including a job offer in hand, which they may not trust: it is outrageous that many employers hire someone, have them on the job for weeks and only then conduct a background check or drug test (resulting in termination a couple pay periods after they start!)One theory? They’re interviewing for multiple jobs, and getting more than one concurrent offer. Maybe they stagger the start date of the second offer as insurance against a problem with the first job?I don’t know. It’s weird.

Google : What percentage of Google employees are Indian?Here is complete report on Google's employee demographics (gender, ethnicity) 2014.However, this data is of the US employees only. Not overseas.Credit : Amit YarashiApple : Apple's US employees are 55% white, 15% Asian, 11% Hispanic, 7% Black, 2% as two or more races, 1% other, and 9% undeclared.Again, this is for US employees only.Source (and more info) : Apple - Inclusion inspires innovation.Its a beautiful website. You should check it out.Facebook : Facebook also only released US ethnic data, which showed a workforce with more than half of the employees identifying as white. For tech jobs at Facebook, 41% of employees identified as Asian, with 3% identifying as Hispanic, and 1% identifying as black.Ethnicity demographic of tech jobs :Ethnicity demographic of non - tech jobs :Ethnicity demographic in all of Facebook :Source (and more info) : Building a More Diverse Facebook | Facebook NewsroomTwitter : Twitter's data on employee ethnicity is also US-only, indicating 59% white, 29% Asian, 3% Hispanic, 2% black, 3% two or more races, 2% other, 1% native Hawaiian or Pacific Islander, and less than 1% Native American.Source (and more info) : Building a Twitter we can be proud ofSource for all the above sources : Diversity stats: 10 tech companies that have come clean - TechRepublicI couldn't find the Quora's employee demographics. I'd suggest you ask Adam D'Angelo to answer. Good luck!Hope this was helpful.

Most gender studies are pure social science rather than applied science, so at the more abstract end they produce research that may only be of interest to the academic community. However, sometimes an idea from gender studies catches on and has a wider impact. For example, gender studies have revealed that men can also be victims of domestic violence and the nature of the issue is not simply one of men abusing women. But this doesn’t exactly get you a job; you become a researcher.However, if you want to go into the workforce with a gender studies degree, there are a couple of different options. One is government, where experts are needed in a variety of areas. For example, since the US military started opening up more jobs to women, it makes sense for them to have gender studies experts on board to see how this is going and to help avoid making mistakes.Large corporations also need to keep track of their employee demographics to ensure that they aren’t violating equal employment laws, and that they are treating their employees equally. A really big outfit like United Airlines might well have people with gender studies degrees in their human resources department.