top companies · 2020. 9. 24. · page 6 top companies for women technologists — building a more...

Top Companiesfor Women Technologists


2020 Key Findings and InsightsBUILDING A MORE INCLUSIVE FUTURE

TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org

What a year it has been. From the coronavirus pandemic, to the economic recession, to the surge in the Black Lives Matter movement, elevating the inclusion of women technologists through the support of our global community has become increasingly critical. By joining our community with yours, we live our mission to connect, inspire, and guide all women in inclusive technology today.

In its 10th year, Top Companies continues its work to elevate equity and equality in business and beyond, providing insight and transparency into workforce trends and guidance on creating structural equity and inclusion. This year, in our efforts to push for greater intersectional equity, Top Companies collected data on race/ethnicity and nonbinary gender representation. We have also examined ways that companies have responded to COVID-19, including

cutting costs and implementing measures to keep employees safe and doing their best work.

Lastly, thank you for sharing your data with us. AnitaB.org is focused on sustaining an equitable future for women in tech by cultivating a global community that brings together next-generation talent with leading technology innovators and academics the world over.

Now more than ever, we are looking beyond the numbers to search for ways our organization can partner with yours in making the technology industry a more inclusive, innovative place. It is our hope that this information serves as a starting point for you and your place of work to improve and foster a more informed and diverse environment in which all can thrive.

Executive Summary pg. 3

About Top Companies pg. 4

Leaders and Participants pg. 5

Overall Representation pg. 6 Aggregated data from all companies

Hiring, Retention, Advancement pg. 8

Company Leadership pg. 9

Race and Gender pg. 10 Data gathered from 46 companies

Policies and Programs pg. 12 Significant findings

Small Technical Workforce pg. 14

Medium Technical Workforce pg. 18

Large Technical Workforce pg. 22

Conclusion and Next Steps pg. 26

2020 and COVID-19 pg. 27Brenda Darden Wilkerson, AnitaB.org President and CEO

http://www.anitaborg.org


In 2020, Top Companies collected and analyzed data on more than a half million U.S. technologists from 51 companies.

POLICIES AND PROGRAMS LINKED TO HIGHER TECH WOMEN REPRESENTATION

Caregiver leave of 12+ weeks

Flextime policy

Diversity & inclusion training

Employee resource groups that provide input on programs/

policies

Parity is possible: 7 companies achieved representation parity in 1 or more career levels

OVERALL REPRESENTATION OF WOMEN TECHNOLOGISTS

28.8% 30.2% SMALL < 1,000

REPRESENTATION OF TECH WOMEN BY SIZE OF TECH WORKFORCE

29.6% MEDIUM 1,000 - 10,000

27.0% LARGE > 10,000

HIRING

RETENTION

ADVANCEMENT

OVERALL 29.4% 69.9%

SMALL 30.3% 69.1%

MEDIUM 29.3% 69.9%

LARGE 29.1% 70.4%

EXECUTIVE SUMMARY

WOMEN HIRED MEN HIRED

OVERALL 13.7% 13.6%

SMALL 15.4% 16.7%

MEDIUM 13.9% 13.3%

LARGE 11.3% 11.1%

WOMEN LEFT MEN LEFT

OVERALL 16.9% 14.7%

SMALL 18.0% 15.4%

MEDIUM 17.3% 15.5%

LARGE 14.9% 12.1%

WOMEN PROMO MEN PROMO

REPRESENTATION OF TECH WOMEN BY CAREER LEVEL

36.2% ENTRY

28.3% MID

23.6% SENIOR

24.1% EXEC

3.9% CEO

38.8% INTERN

current or last



About Top Companies Top Companies for Women Technologists is the only benchmarking program that looks specifically at technical employees and awards companies that are making the most progress toward equity.Top Companies for Women

Technologists is a national program from AnitaB.org that identifies key trends around the equity of women technologists in the workforce. Launched in 2011, the program helps organizations discover areas where they can improve and signals a commitment to diversity, equity, and inclusion that women look for in an employer. This report contains the findings for data collected from participating companies for the period of March 31, 2019, through March 31, 2020.

At a time when women and women of color are significantly underrepresented on teams that are building technologies that shape every aspect of modern life, Top Companies helps point the way to a more diverse, equitable, and inclusive future.

WINNER PARTICIPANT LEADER

/20 /20




/20

In 2020, Top Companies surveyed the U.S. technical workforces of 51 companies.

Segmentation by technical workforce sizeThis allows AnitaB.org to examine the role that technical workforce size plays in building more diverse teams.

SMALL TECHNICAL

WORKFORCE < 1,000

MEDIUM TECHNICAL

WORKFORCE 1,000 - 10,000

LARGE TECHNICAL

WORKFORCE > 10,000

10 COMPANIES 30 COMPANIES 11 COMPANIES

WOMENTECHNOLOGISTS

501,384TECHNOLOGISTS

133,068WOMEN OF COLORTECHNOLOGISTS

65,175



2020 Top Companies Leaders & ParticipantsSMALL TECHNICAL WORKFORCE < 1,000

LEADERSPepsiCoThe New York TimesThoughtWorks

PARTICIPANTS CourseraHERE North AmericaMorningstar, Inc.Pacific Northwest National LaboratorySecurian Financial GroupSpotifyVarian

LEADERSAirbnbAthena HealthExperianLilly Morgan StanleyNew York Life InsurancePricewaterhouseCoopersUKG (Ultimate Kronos Group)

PARTICIPANTS AllstateAmerican ExpressArgonne National LaboratoryCitiDiscover Financial Services

Electronic ArtsFast EnterprisesGEICOGoldman SachsIntuitKohl'sMcKessonNationwideNew RelicNike, Inc.Red HatServiceNowSnap Inc.State FarmTargetZillow Group

LARGE TECHNICAL WORKFORCE > 10,000

LEADERSAccentureADPCapital One

PARTICIPANTS Amazon.comBank of AmericaCiscoIBM Intel CorporationJP Morgan Chase QualcommVerizon

MEDIUM TECHNICAL WORKFORCE 1,000 - 10,000

Top Companies Leaders scored in the top 25th percentile of their technical workforce size category. The Leader in each category with the highest score will be announced as a Winner at the 2020 virtual Grace Hopper Celebration. For a detailed description of the scoring algorithm, please visit https://anitab.org/instructions/faq/#methodology. Companies are listed in alphabetical order. One company with a medium-sized tech workforce contributed data but opted to not be listed here.


https://anitab.org/instructions/faq/#methodology.


28.8%2020

26.2% in 201925.9% in 2018

Overall YOY

The rate of tech women’s representation grew at a faster pace this year than the previous year:

— 2019 to 2020 growth rate: 4.96% — 2018 to 2019 growth rate: 0.6%

This increase is promising, but even at a consistent growth rate of 4.96% per year, it would take 12 years to achieve equal representation.

Overall representation of women technologists has increased by 2.9 percentage points since 2018.

Overall Representation Is Growing



Representation by Career Level This year, among Top Companies participants, there was growth in women technologist representation at all career levels. While representation had increased at a steady pace across all levels from 2018 to 2019, over the past year, growth at the executive level increased substantially (+4.3 percentage points), even surpassing the representation of senior-level women technologists.

202020192018

36.2%31.6% 33.1%

28.3%25.8% 26.0%

23.6%21.3%

19.8%

24.1%18.0%

22.2%

Entry

MidSenior

Exec

50%

40%

30%

20%

10%

38.8%Intern

Overall rep by career level

From 2018 to 2020, increases in entry level (p<.05) and executive level (p<.01) were significant. In order to assess the diversity of primary pipelines into entry level, intern-level representation data were collected for the first time this year.



Retention Hiring Advancement

Overall Hiring, Retention, and Advancement

In 2020, women and men left organizations, both voluntarily and involuntarily, at almost equal rates— a big improvement over last year, which saw women leaving more often than men (by 1.3 percentage points).

Over the past 3 years, more women have been promoted than men. More women were promoted to mid-level positions; however, more men were promoted to senior-level opportunities.

The overall representation of tech women new hires increased by 2.8 percentage points over the past 2 years. However, women technologists are being disproportionately hired at entry level versus higher levels.

29.4%WOMEN HIRED

69.9% MEN HIRED

13.7%WOMEN LEFT

16.9%WOMEN PROMOTED

14.7% MEN PROMOTED

WOMEN MEN

VOLUNTARY 9.7% 9.7%

INVOLUNTARY 4.0% 3.9%

AT T RITION RATES

13.6% MEN LEFT

PROMOTED TO WOMEN MEN

ENT RY 8.5% 7.7%

MID 61.3% 55.7%

SENIOR 26.2% 32.9%

EXEC 4.1% 3.8%

HIRED TO WOMEN MEN

ENT RY 54.3% 46.5%

MID 37.9% 42.4%

SENIOR 6.8% 9.5%

EXEC 1.0% 1.7%



Studies show that companies with more diversity on their boards of directors not only have better performance, but also are more profitable, are more innovative, enable more role models and sponsors to inspire a diverse workforce, and foster a broader range of ideas that reflect customer or client bases.1

Boards of directors representation 2020 Top Companies participants with boards of directors had:

Company Leadership

30.6%WOMEN BOARD MEMBERS

66.8% MEN BOARD MEMBERS

WHITE 68.7%

BLACK 7.9%

ASIAN 6.4%

LATINX 4.5%

MULTIRACIAL 0.4%

No board of directors included Native Americans or Pacific Islanders. 12.1% were of unspecified race and 2.6% were of unspecified gender.

3.9%of companies have a woman as their current or last CEO

14.0%

8.5%

of companies have had a woman CEO

of companies had at least half women founders

12.3% MEN OF COLOR

5.8% WOMEN OF COLOR

1. Terjesen, S., Couto, E. B., & Francisco, P. M. (2016). Does the presence of independent and female directors impact firm performance? A multi-country study of board diversity. Journal of Management & Governance, 20(3), 447-483.



As a commitment to intersectional equity, this year, Top Companies collected representation data for race and ethnicity for the first time. These data were provided by 46 companies. As a result, racial diversity was examined across more than 481,481 technologists. Technical men are more represented than women in all races and ethnicities, except for Pacific Islander, in which they are equally represented.

Note: Throughout this report, Black includes African American; Latinx includes people of Hispanic and Latin origins; Native American includes Alaskan Native and First Nations; Pacific Islander includes Native Hawaiian. Asian subgroups, including Southeast Asian and South Asian, were not segmented.

Overall Representation by Race and Gender

2020 Top Companies representation of women and men by race/ethnicity

U.S. Population (Pop) Source: U.S. Census (2019)

GENDER RACE/ETHNICIT Y TOTALSWomen Men

14.2% 36.0%Women Men

9.6% 20.8%Women Men

2.2% 3.3%Women Men

1.7% 3.9%Women Men

1.5% 4.1%Women Men

0.7% 1.3%Women Men

0.1% 0.2%Women Men

0.1% 0.1%

White

50.2%Asian

30.4%Black

5.5%Latinx

5.6%Unspecified

5.6%Multiracial

2.0%Native American

0.3%Pacific Islander

0.2%

60.1%

5.9%

13.4%

18.5%

2.8%

1.3%

0.2%

U.S. Pop

U.S. Pop

U.S. Pop

U.S. Pop

U.S. Pop

U.S. Pop

U.S. Pop



BLNP Women in TechAlthough women, as a group, are underrepresented in the field of technology, Black, Latinx, Native American, and Pacific Islander (BLNP) women face additional systemic barriers in the tech ecosystem.

This year, there was an increase in representation of Black women (+0.7 percentage points) and Latinx women (+0.5 percentage points), while representation of Native American and Pacific Islander women remained the same.

Companies with formal leadership development programs

showed higher representation of Black tech women (p=.01) and Latinx tech women (p=.05).

Policies and programs linked to greater numbers of BLNP women in tech

Companies offering diversity and inclusion training had higher

representation of BLNP tech women. New in 2020, data were gathered about the types of diversity and inclusion trainings offered by companies.

T RAININGS LINKED TO GREATER REPRESENTATION

Companies with monthly executive review of diversity data

had higher representation of only White and Asian women (p<.01); companies must look at data through an intersectional lens to ensure that BLNP women are not being overlooked.

BLACK LATINX BLNP

Ally training ★★ ★

Unconscious bias training ★★★ ★★ ★★★

Levels of statistical significance: ★ p≤.10 ★★ p≤.05 ★★★ p≤.01

Hiring and BLNP women

Companies that took longer to fill technical roles had lower representation of Black (p=.06) and Latinx (p<.07) technical women. This finding may be partially explained by an insufficient applicant pool. Without more intentional recruiting, companies may be missing out on qualified Black and Latinx women applicants.



Beyond Representation: Policies & Programs

Caregiver leave

Length of paid birthmother leave was linked to greater representation of tech women who were:Mid level ★ Exec level ★★

These policies and programs are linked to greater impact on hiring, retention, advancement, and overall representation of tech women from Top Companies historical data and broader literature. Specific policy and program guidance, based on a company's technical workforce size, will be discussed in the following pages.

Gender pay equity policy

Across 17 companies that provided career-level salary data, pay parity was seen at the intern and exec levels.Entry: Men earned 2% moreMid: Men earned 6% moreSenior: Men earned 7% more

Flextime policy

Companies that provided flextime had higher promotion rates for women (p=.06) and higher representation of the following groups of tech women:Black ★★ Mid level ★★

Senior level ★ Exec level ★★★

Overall ★★★

76.5%give 12+ weeks to mothers

56.9%had sponsorship programs in 2020

49.3% in 201943.0% in 2018

70.6%74.3% in 201966.2% in 2018

92.2%85.1% in 201979.5% in 2018

74.5%78.9% in 201975.9% in 2018

76.0%of companies allow

ERGs’ input on organization policies

98.0% of companies have ERGs

31.4%to mothers and

partners

had a pay equity policy in 2020

o�ered D&I training in 2020

o�ered flextime in 2020

Policy Program



49.3% in 201943.0% in 2018

70.6%74.3% in 201966.2% in 2018

92.2%85.1% in 201979.5% in 2018

74.5%78.9% in 201975.9% in 2018




31.4%to mothers and

partners




Policy Program



49.3% in 201943.0% in 2018

70.6%74.3% in 201966.2% in 2018

92.2%85.1% in 201979.5% in 2018

74.5%78.9% in 201975.9% in 2018




31.4%to mothers and

partners




Policy Program

WHY: Women are more likely to stay in jobs that accommodate the multiple roles they play.HOW: Offer company-wide flextime.

WHY: Equal work deserves equal pay, regardless of gender. HOW: Regularly review salaries and make strides toward pay equity within career levels.

WHY: More housework and caregiving than men creates a “second shift.”1

HOW: Encourage shared domestic labor by providing equal leave for all genders.

1. Bianchi, S. M., Sayer, L. C., Milkie, M. A., & Robinson, J. P. (2012). Housework: Who did, does or will do it, and how much does it matter? Social Forces, 91(1), 55-63.




Employee resource groups

This was the first year Top Companies gathered data on ERGs, including types of support ERG participants receive. Companies that allow ERG participants to have input on organizational policies and programs showed a higher representation of overall women technologists (p<.05), as well as tech women who were:

Senior level ★★ Exec level ★

Diversity & inclusion training

Companies offering diversity & inclusion training had higher recruitment rates of tech women (p≤.10) and higher representation of the following groups of tech women:

Black ★ Latinx ★★★

Entry level ★★ Mid level ★★★ Overall ★★



49.3% in 201943.0% in 2018

70.6%74.3% in 201966.2% in 2018

92.2%85.1% in 201979.5% in 2018

74.5%78.9% in 201975.9% in 2018




31.4%to mothers and

partners




Policy Program



49.3% in 201943.0% in 2018

70.6%74.3% in 201966.2% in 2018

92.2%85.1% in 201979.5% in 2018

74.5%78.9% in 201975.9% in 2018




31.4%to mothers and

partners




Policy Program

Sponsorship programs

Companies providing formal sponsorship programs had a higher representation of tech women who were:

Black ★ Latinx ★★

Entry level ★★ Senior level ★



49.3% in 201943.0% in 2018

70.6%74.3% in 201966.2% in 2018

92.2%85.1% in 201979.5% in 2018

74.5%78.9% in 201975.9% in 2018




31.4%to mothers and

partners




Policy Program

WHY: Change begins with raising awareness and providing a path forward.HOW: Offer trainings that focus on identifying structural inequities and unbiasing systems.

WHY: Women have less access to informal networks than men.2 Formal career sponsorship allows women to advance further and faster. HOW: Formally match established employees with junior associates.

WHY: Companies create more supportive workplaces when informed by unique needs. HOW: Empower employee resource groups (ERGs) by enabling participants to influence company infrastructure.


2. Ng, T. W. H., Eby, L. T., Sorensen, K. L., & Feldman, D. C. (2005). Predictors of objective and subjective career success: A meta-analysis. Personnel Psychology, 58(2), 367-408.

Beyond Representation: Policies & Programs



Increased representation of women technologists at all career levels in 2020

— Greatest increase since 2019 was at executive level (+9.3)

— 2 of the 10 companies showed representation parity in at least one career level

Highest tech women representation at all levels

SMALL TECHNICAL WORKFORCE < 1,000

Representation by career level

OF TOTAL WORKFORCE MEASURED

19.6%OF PARTICIPATING COMPANIES

1.5%

OVERALL GENDER

WOMEN 30.2%

MEN 69.2%NON-

BINARY 0.1%

202020192018

10%

50%

40%

30%

20%

36.8%33.3% 33.5% 28.9%27.1% 24.0%

25.0%21.5%

17.0%

26.3%16.9%

21.4%

Entry

Mid

SeniorExec

42.8%Intern

Small

SMALL TECHNICAL WORKFORCE +4.9 since 2019

In 2020, Top Companies measured the small technical workforces of 10 companies.OVERALL REPRESENTATION OF TECH WOMEN

30.2%

SMALL TECHNIC AL WORKFORCES REPRESENT:



Companies with small technical workforces showed the lowest representation of BLNP tech women.

— On average, companies with small technical workforces increased representation of Black women by 0.7 percentage points and Latinx women by 0.6 percentage points since 2019.

— BLNP women comprised 3.4% of the small technical workforces, versus 6.8% BLNP men.All 10 companies with small tech workforces provided a race/ethnicity breakdown.

Representation of women and men by race/ethnicityGENDER RACE/ETHNICIT Y TOTALSWomen Men



1.7% 2.9%Women Men

1.6% 3.7%Women Men

1.3% 4.0%Women Men

0.9% 1.5%Women Men

0.1% 0.1%

White

51.3%Asian

30.1%Black

4.6%Latinx

5.3%Unspecified

5.3%Multiracial

2.4%Native American

0.2%Women Men

0.0% 0.1%Pacific Islander

0.1%


60.1%

5.9%

13.4%

18.5%

2.8%

1.3%

0.2%

U.S. Pop

U.S. Pop

U.S. Pop

U.S. Pop

U.S. Pop

U.S. Pop

U.S. Pop




29.2% WOMEN HIRED IN 2018




Unlike in previous years, women technologists voluntarily left organizations with small tech workforces at a lower rate than men. However, 40% of companies are losing more women than men in total attrition.

80% of companies with small tech workforces are promoting women at higher rates than men. Women are being promoted into mid-level positions more often than men, whereas men are being promoted into senior roles. Promotion rates to executive level are near parity.

Tech women were hired more often into entry-level positions than men. More women than men were hired to senior-level positions, but more men found work at mid and executive levels. There was a significant difference in hiring rates of women and men (p<.001).

WOMEN HIRED IN 2020

69.1% MEN HIRED IN 2020

18.0%WOMEN PROMOTED IN 2020

15.4% MEN PROMOTED IN 2020

24.8% WOMEN VS. 19.2% MEN PROMOTED IN 2019

15.4%WOMEN LEFT IN 2020

16.6% MEN LEFT IN 2020

WOMEN MEN

VOLUNTARY 10.5% 11.8%


AT T RITION RATESHIRED TO WOMEN MEN

ENT RY 40.2% 33.4%

MID 46.3% 55.2%

SENIOR 10.9% 10.2%

EXEC 2.6% 4.2%



ENT RY 10.9% 9.3%

MID 58.3% 56.4%

SENIOR 24.8% 28.7%

EXEC 6.1% 5.7%

30.3%

17.0% WOMEN VS. 13.6% MEN LEF T IN 2019




TO ACHIEVE HIRING AND PROMOTION GENDER PARITY:


Highest representation of tech women in all career levels (intern through exec) Greatest representation increases since 2019 at mid, senior, and exec levels

Greatest proportion of women versus men tech new hires Closest to parity in hiring to senior level

Closest to parity in promotion to exec level

Companies with small technical workforces have the lowest representation of Black, Latinx, Native American, and Pacific Islander tech women and should engage in the following policies and programs that have contributed to greater representation of BLNP women.

Gender diversity trainings

Formal sponsorship program

Formal leadership development

program

Mandatory diversity training

Black women

Latinx women

BLNP women

Recruit mid- & exec-level women

Promote women into senior-level positions

Steps toward building a more inclusive future

POLICIES AND PROGRAMS LINKED TO GREATER REPRESENTATION OF BLNP WOMEN

ACHIEVEMENTS FOR COMPANIES WITH SMALL TECHNICAL WORKFORCES



202020192018

36.5%31.8% 32.7%

28.8%26.4% 27.5%

23.7%22.2%

21.6%24.6%

18.6%

23.3%

EntryMidSenior

Exec

10%

50%

40%

30%

20%

39.2%Intern

MediumMEDIUM TECHNICAL WORKFORCE 1,000 - 10,000

Growth in women’s representation across career levels each year since 2018

— Significant increases over the last 2 years at entry (p<.08) and executive (p<.06) levels

— 3 companies achieved gender parity in at least one career level

Sustained growth in women's representationRepresentation by career level

OVERALL GENDER

WOMEN 29.6%

MEN 70.1%

NON-BINARY 0.01%

In 2020, Top Companies measured the medium technical workforces of 30 companies.



20.7%

MEDIUM TECHNICAL WORKFORCE +1.8 since 2019

OVERALL REPRESENTATION OF TECH WOMEN

29.6%

MEDIUM TECHNIC AL WORKFORCES REPRESENT:



Companies with medium tech workforces had slightly higher representation of BLNP technologists than companies with small tech workforces, but lower BLNP tech representation than companies with large tech workforces.

— On average, companies with medium-sized technical workforces increased representation of Black women by 0.5 percentage points and Latinx women by 0.3 percentage points since 2019.

— BLNP women comprised 3.9% of the medium-sized technical workforces, versus 7.1% BLNP men.26 of the 30 companies with medium-sized technical workforces provided a race/ethnicity breakdown.

GENDER RACE/ETHNICIT Y TOTALSWomen Men


9.4% 20.5%Women Men

2.1% 3.1%Women Men

1.6% 3.7%Women Men

1.4% 3.6%Women Men

0.6% 1.3%Women Men

0.1% 0.2%

White

52.1%Asian

29.9%Black

5.2%Latinx

5.3%Unspecified

5.0%Multiracial

1.9%Native American

0.3%Women Men


0.2%


Representation of women and men by race/ethnicity

60.1%

5.9%

13.4%

18.5%

2.8%

1.3%

0.2%

U.S. Pop

U.S. Pop

U.S. Pop

U.S. Pop

U.S. Pop

U.S. Pop

U.S. Pop




Women technologists were promoted at a higher rate than men, but women were being promoted into mid-level positions at a greater rate than men, whereas more men than women were being promoted to senior level.

Tech women were hired more often than men into entry-level positions (difference of 9.1 percentage points), but less often than men at all other levels. Tech women are most underrepresented in recruitment to mid and senior levels (differences of 4.7 and 3.8, respectively).


This year, only companies with medium-sized technical workforces saw women voluntarily leaving at higher rates than men. Attrition for women increased by 0.1 percentage point since 2019, while male attrition remained the same.






WOMEN MEN

VOLUNTARY 10.0% 9.6%



ENT RY 57.0% 47.9%

MID 36.3% 41.0%

SENIOR 6.2% 10.0%

EXEC 0.5% 1.1%



ENT RY 6.7% 5.9%

MID 64.2% 58.9%

SENIOR 25.1% 31.8%

EXEC 4.0% 3.4%





29.3%WOMEN HIRED IN 2020






Biggest increase in entry- level representation since 2019

All career levels are higher than industry average for women's representation

Very close to promotion parity for men and women into exec roles

Highest average weeks of caregiver leave for additional parent

Companies with medium technical workforces need to engage in policies and programs that are linked to representation of women at mid and senior levels.

Formal career sponsorship

Formal flextime policies

ERGs providing input on policies

Annual employee engagement survey

Gender diversity tranings

Increased caregiver leave

Ally training

Inclusive management training

Mid-level women

Senior-level women

Recruit mid- & senior-level women

Promote women into senior-level positions


POLICIES AND PROGRAMS LINKED TO GREATER REPRESENTATION OF MID- AND SENIOR-LEVEL WOMEN

ACHIEVEMENTS FOR COMPANIES WITH MEDIUM TECHNICAL WORKFORCES





Increased representation of women technologists at all career levels in 2020— Greatest representation increases since 2019

were at mid (+3.4) and executive (+3.4) levels— Overall, companies with large tech workforces

have the lowest representation of women at each career level

Parity in retention of technical employeesRepresentation by career level

OVERALL GENDER

WOMEN 27.0%

MEN 72.9%

NON-BINARY 0%

202020192018

34.9%28.7%

34.3%

26.6%22.2% 23.2% 22.2%17.9%

17.4% 20.8%16.9%18.9%

Entry

MidSeniorExec

10%

50%

40%

30%

20%

34.6%Intern

Large rep

In 2020, Top Companies measured the large technical workforces of 11 companies.



77.8%

LARGE TECHNICAL WORKFORCE +3.3 since 2019

OVERALL REPRESENTATION OF TECH WOMEN

27.0%

LARGE TECHNIC AL WORKFORCES REPRESENT:



Companies with large technical workforces have the highest proportions of BLNP women and BLNP men.

— On average, companies with large technical workforces increased representation of Black women by 1.2 percentage points and Latinx women by 0.9 percentage points since 2019.

— BLNP women comprised 5.4% of the large technical workforces, versus 9.4% BLNP men.

10 of the 11 companies with large technical workforces provided a race/ethnicity breakdown.

Representation of women and men by race/ethnicityGENDER RACE/ETHNICIT Y TOTALSWomen Men


9.3% 22.7%Women Men

3.0% 4.3%Women Men

2.2% 4.7%Women Men

2.0% 5.5%Women Men

0.6% 1.1%Women Men

0.1% 0.2%

White

43.9%Asian

32.0%Black

7.3%Latinx

6.9%Unspecified

7.5%Multiracial

1.7%Native American

0.3%Women Men


0.3%


60.1%

5.9%

13.4%

18.5%

2.8%

1.3%

0.2%

U.S. Pop

U.S. Pop

U.S. Pop

U.S. Pop

U.S. Pop

U.S. Pop

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In 2020, women voluntarily left organizations with large tech workforces at the same rate as their male colleagues. In addition to being the only technical workforce size to demonstrate voluntary retention parity, they also were the closest to achieving total retention parity.

For the last 3 years, companies with large technical workforces have generally promoted women at a higher rate than men. However, in 2020, there were more promotions to senior and exec levels for men versus women.

Tech women were hired more often than men into entry-level positions (difference of 5.4 percentage points), but less often than men at all other levels.



26.1% WOMEN HIRED IN 201915.3% WOMEN VS. 13.6% MEN PROMOTED IN 2019

WOMEN MEN

VOLUNTARY 8.1% 8.1%



ENT RY 60.1% 54.7%

MID 34.5% 37.0%

SENIOR 4.7% 7.5%

EXEC 0.7% 0.8%



ENT RY 11.6% 11.5%

MID 54.9% 44.1%

SENIOR 31.6% 41.9%

EXEC 1.9% 2.5%



29.1%WOMEN HIRED IN 2020










Greatest representation of BLNP women and BLNP men

Voluntary retention parity for men and women

Closest to hiring parity into exec-level positions

Offers the most trainings that are linked to higher total women and BLNP women

Companies with large tech workforces have the lowest representation of overall tech women and show the least amount of growth at entry level since 2019. They should engage in policies and programs that are linked to hiring, entry level, and overall representation.

Formal career sponsorship

Gender diversity trainings

Inclusive management training

Unbiasing recruitment training

Flextime policy

ERGs providing input on policies

Ally training

Examining masculinity training

Recruit entry-, mid-, & senior-level women

Promote women into senior and exec levels


POLICIES AND PROGRAMS LINKED TO GREATER REPRESENTATION OF WOMEN HIRES, ENT RY-LEVEL WOMEN, AND OVERALL WOMEN

ACHIEVEMENTS FOR COMPANIES WITH LARGE TECHNICAL WORKFORCES

Women new hires

Entry-level women

Overall women



Building a More Inclusive Future: Next Steps2020 has shown us that rapid realignment is possible, as companies have had to quickly adapt to address the changes brought on by the COVID-19 pandemic and the increasing urgency and demand for racial justice. Women’s representation is growing; however, we cannot rely on time alone to solve the problem of inequities in tech.

Build structural equityEnsure that your DEI efforts are built

into your company’s infrastructure. AnitaB.org has launched IDEA (Inclusion Diversity Equity Advance) to help companies assess, align, and embed DEI within the employee lifecycle. Contact [email protected] for more info.

Build new pathwaysActively recruit from nontraditional

sources. AnitaB.org and Onramp are partnering to offer TalentSprint, an upskilling and candidate matching platform to help companies hire BLNP people into tech roles. To learn more, contact [email protected].

Build togetherCompanies and individuals must

unite to share ideas, best practices, and innovative solutions. Programs like AnitaB.org’s Partnership for companies and Membership for individuals bring people together to create collective action toward change.

Top Companies findings and insights show that progress is being made and that with more concerted effort, tech can achieve equity for all.

THEREFORE, ANITAB.ORG CALLS ON COMPANIES TO:

As we move into a more inclusive future, it seems a more appropriate time than ever to elevate women's roles and to reward organizations that both embrace accountability and look to create a more equitable environment.


mailto:IDEA%40AnitaB.org?subject=Build%20structural%20equity

mailto:BusinessDevelopment%40AnitaB.org?subject=Build%20new%20pathways

https://anitab.org/sponsors-partners/partners/

https://membership.anitab.org/


2020 and COVID-19Historically, disasters have had a disproportionately negative impact on women, and women have taken longer to recover from the effects.1 Furthermore, during times of economic downturn, many companies cut back on their efforts to promote diversity, equity, and inclusion, jeopardizing the already low representation of women in technology.2 Representation of intersectional women in technology is critical to ensuring that technology is focused on the needs of women around the world as they deal with and recover from COVID-19.

Actions taken by companies in response to the COVID-19 pandemic

NEW SUPPORT MEASURES FOR EMPLOYEES: COMMON COST-CUTTING MEASURES:

1. Wenham, C., Smith, J., & Morgan, R. COVID-19: The gendered impacts of the outbreak. (2020). The Lancet, 395, 846-848. 2. Hogarth, T., Owen, D., Gambin, L., Hasluck, C., Lyonette, C., & Casey, B. The equality impacts of the current recession. (2009). Equality and Human Rights Commission Research Report 47.

PREEXISTING EMPLOYEE SUPPORT MEASURES:

84%

Conducting internal surveys to understand needs

77% Flexible work hours

77% RESOURCES FOR PARENTS EDUCATING CHILDREN

44% Mental health services

29%Paid sick leave

FLEXIBLE WORK

25%: Days23%: Hours

34% Postponing start dates

LESS-COMMON COST-CUTTING MEASURES:Reducing nonexec wages

Cancelling all internships

Rescinding job offers

Furloughing employees

Cancelling some internships; Hiring freezes

12% REDUCING EXEC WAGES

18%

To read the Global COVID-19 Impact on Women Technologists Pilot Survey Report from AnitaB.org, visit AnitaB.org/wp-content/uploads/2020/08/2020-TechEES_Survey-Report_R3.pdf.

2% 2% Considering ImplementedCost-cutting measures:

2% 2% 2% 2% 0% 6% 4% 2%


https://anitab.org/wp-content/uploads/2020/08/2020-TechEES_Survey-Report_R3.pdf

https://anitab.org/wp-content/uploads/2020/08/2020-TechEES_Survey-Report_R3.pdf


AnitaB.org is a nonprofit social enterprise committed to achieving equity across the global workforce. With a decade-long presence in India and outreach in more than 20 cities worldwide, AnitaB.org engages with tens of thousands of women and leading organizations around the world to build diverse and inclusive workplace cultures. www.AnitaB.org

Top Companies for Women Technologists is the industry benchmark for the representation of women in technology.

CONTRIBUTORS IN ALPHABETICAL ORDERYamelith Aguilar, Hayley Brown, Shannon Cheng, Jennifer Kirker, Lin Lu, Talanda Williams

Learn how to participate in Top Companies 2021 AnitaB.org/Research-and-Impact/Top-Companies/ 2021-Sign-Up/

Watch the Top Companies for Women Technologists video Youtu.be/xpfKa_tyWPo

Learn more about AnitaB.org’s continued response to COVID-19 AnitaB.org/COVID-19/

Become an AnitaB.org Member Membership.AnitaB.org

Join AnitaB.org as a Partner AnitaB.org/Sponsors-Partners/Partners/

Donate to AnitaB.org AnitaB.org/Donate/

Top Companies measures key areas that impact women in technology. In gathering this information, we learn what methods companies are using to increase representation and how these efforts are changing over time.

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http://www.AnitaB.org

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https://youtu.be/xpfKa_tyWPo



https://www.anitab.org/covid-19/



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