Why We Logged Every Fortune 500 Company’s Diversity Data, Or Lack Thereof

Last week, the Fortune data team revealed that we spent the months leading up to the launch of this year's Fortune 500 collecting information about the diversity and inclusion policies at each company on the list .

In aggregate, the data showed that 3% of the companies on this year's Fortune 500 are fully transparent about the demographics of their workforce—and 72% of the senior executives at those 16 companies were white men.

We asked companies to disaggregate their own diversity data. Now we'd like to do the same.

We have made the Fortune 500 Diversity Project data available for download here on Fortune.com, on GitHub, at data.world, and in a Google Sheets document.

You can also download our data dictionary here. The data dictionary is a combination of fields that we created and borrows heavily from the Equal Employment Opportunity Commission's own data dictionary for EEO-1 Reports.

Please note the distinction between this dataset and our 50 Best Workplace for Diversity list, which Fortune publishes in partnership with Great Place To Work. The Best Workplaces for Diversity list is not limited to Fortune 500 companies, although it does include 10 firms that made this year's Fortune 500.

Those are:

Company50 Best Places To Work For Diversity List RankFortune 500 RankDiversity Data Available
Delta Air Lines271No
Marriott International7163No
American Express1486Partial
Capital One Financial16100Partial
Synchrony Financial29185No
Alliance Data Systems35378Partial
First American Financial Corp.42464No

(You can see a full, unfiltered version of this data on the web here or download a CSV file here.)

The Fortune 500 dataset we created contains the name of each firm, its 2017 list rank, a link to its diversity and inclusion page or equal opportunity statement, and whether the company releases full, partial, or no data about the gender, race, and ethnicity of its employees.

When noting whether a company made full, partial, or no data available, we considered EEO-1 Reports or an equivalent to be a full data release. Any information on the gender, race or ethnicity of employees that fell short of the detail included on an EEO-1 report was considered a partial data release.

For instance, Walmart includes all the same race and ethnicity and job categories used on EEO-1 reports in its 2016 Culture, Diversity & Inclusion Report. However, the data is reported as percentages of its total workforce. Since we could only use this to generate approximate figures for how many people are in each category, we considered this and other instances like it to be a partial diversity data release.

Where we were able to find fully detailed diversity data—which was the case for 16 companies—we included it in our dataset. If partial data exists, it can be found by following a link to the company's diversity and inclusion or careers page. If no diversity page or statement exists, we simply noted that there was nothing available.

Similarly, if a company provides a standalone diversity page (such as Ford Motor), diversity commitment (like Nike), or equal opportunity employer statement on its website (e.g. Big Lots) , we included the link to where it can be found. If a company lacked a standalone page or statement about diversity and inclusion, we didn't.

Ultimately, we wanted to see what was discoverable by someone considering employment at these firms and curious about their commitment to diversity and inclusion. All of the data was collected and verified by hand. We realize that corporate diversity and hiring pages change, so if the information in this dataset is inaccurate or out of date, please send a note to Fortune data reporter Grace Donnelly.

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