Leadership Message
2026 Key Metrics
Year-over-year performance against publicly committed targets. All figures audited by Kreston Global & validated through internal People Analytics.
Workforce Demographics
Voluntary self-identification data collected biannually. Breakdowns reflect global FTEs across all divisions as of Q4 2026.
| Metric | Global | North America | EMEA | APAC | Progress |
|---|---|---|---|---|---|
| Women in Workforce | 48.2% | 51.4% | 46.8% | 45.1% | |
| Women in Technical/STEM | 39.7% | 41.2% | 38.5% | 36.9% | |
| Racial/Ethnic Minorities (Global) | 52.8% | 49.1% | 58.3% | 54.2% | |
| LGBTQ+ Identified | 7.4% | 8.1% | 7.9% | 6.2% | |
| Disability Disclosure | 6.1% | 5.8% | 6.4% | 6.0% | |
| Veteran Status | 4.3% | 5.7% | 3.8% | 3.1% |
* Percentages may exceed 100% due to intersectional identity reporting. Data aligns with EEOC, EHRC, and local statutory frameworks.
Pay Equity & Advancement
Aevum Zenth maintains a zero-tolerance policy for unexplained compensation disparities. All adjustments are funded through operational efficiency savings, not wage suppression.
| Initiative | Status 2026 | Impact | Target 2027 |
|---|---|---|---|
| Global Pay Parity Audit | Completed (Q2) | $142M corrective adjustments across 18 jurisdictions | Automated quarterly scanning |
| Promotion Rate Equity | On Track | Internal mobility gap closed to <2% variance across demographics | Sustain <1.5% variance |
| Transparent Salary Bands | Phase 3 Deployed | 89% of roles published with region-adjusted ranges | 100% coverage |
| High-Potential Pipeline | Expanded | 41% women, 38% underrepresented minorities in leadership track | Match demographic floor targets |
Inclusion & Belonging Programs
Cultural infrastructure designed to operationalize psychological safety, accessibility, and equitable opportunity.
Global ERG Network
24 officially recognized Employee Resource Groups spanning race, gender, neurodiversity, veterans, LGBTQ+, caregivers, and regional cultural associations.
Universal Accessibility
Enterprise-wide WCAG 2.2 AA compliance across all digital HR systems, neurodiversity hiring tracks, and physical workplace accommodations fund.
Mental Health & Flex Structure
Unlimited PTO with mandatory minimums, 4-day pilot in 3 divisions, subsidized therapy, and manager-led psychological safety training.
Talent Equity Partnerships
Scholarships, apprenticeships, and sponsored upskilling through HBCUs, women-in-tech institutes, refugee resettlement programs, and vocational networks.
Supplier Diversity & Community Impact
Extending equity beyond our workforce through strategic procurement and localized economic development.
| Category | 2026 Spend | YoY Growth | Primary Regions |
|---|---|---|---|
| Minority-Owned | $1.8B | +12% | NA, APAC, MENA |
| Women-Owned | $1.4B | +21% | Global |
| Veteran/Disability-Owned | $680M | +9% | EMEA, NA |
| Community Enterprise Grants | $320M | +34% | Developing markets, rural tech hubs |
Methodology & Governance
How we collect, verify, and report DEI data with scientific rigor and regulatory compliance.
Data Collection & Audit Framework
Demographic data is collected via voluntary, confidential self-identification through our enterprise HRIS (Workday). Rates are calculated using the American Institutes for Research (AIR) representation index methodology, adjusted for regional labor market availability. Pay equity is analyzed using multivariate regression controlling for role, tenure, performance, geography, and division. All findings undergo third-party audit by Kreston Global and are reviewed quarterly by the Board DEI Oversight Committee. Raw datasets are anonymized and available for stakeholder review under NDA.
Governance Structure
The Aevum Zenth DEI Council, co-chaired by the CEO and Chief Human Officer, comprises 12 executive sponsors, 4 external labor/equity experts, and 3 elected employee representatives. The council holds binding authority over budget allocation, policy enforcement, and annual target adjustments.
Forward Commitments (2027–2030)
Binding organizational targets aligned with UN SDG 5, 8, and 10.
-
2027
Universal Pay Transparency
100% salary band publication across all 400 subsidiaries, with automated compliance tracking in APAC and LATAM regions.
-
2028
Leadership Parity Floor
Achieve minimum 45% women and 50% underrepresented minorities in VP/Director roles globally, with succession pipelines audited annually.
-
2029
Neurodiversity at Scale
Expand neuro-inclusive hiring and accommodation frameworks to 100% of tech, research, and operations divisions; target 8% disclosure/employment rate.
-
2030
Zero-Exclusion Workplace Standard
Achieve full ISO 30405 (prevention of workplace bullying) and ISO 30071 (digital wellbeing) certification across all global operations.