top companies · 2020. 9. 24. · page 6 top companies for women technologists — building a more...
TRANSCRIPT
Top Companiesfor Women Technologists
Top Companiesfor Women Technologists
2020 Key Findings and InsightsBUILDING A MORE INCLUSIVE FUTURE
Page 2 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
Page 3 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.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
Page 4 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
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
Top Companiesfor Women Technologists
Top Companiesfor Women Technologists
Top Companiesfor Women Technologists
/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
Page 5 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
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.
Page 6 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
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
Page 7 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
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.
Page 8 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
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%
Page 9 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
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.
Page 10 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
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
Page 11 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
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.
Page 12 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
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
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
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
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.
Levels of statistical significance: ★ p≤.10 ★★ p≤.05 ★★★ p≤.01
Page 13 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
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 ★★
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
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
Sponsorship programs
Companies providing formal sponsorship programs had a higher representation of tech women who were:
Black ★ Latinx ★★
Entry level ★★ Senior level ★
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
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.
Levels of statistical significance: ★ p≤.10 ★★ p≤.05 ★★★ p≤.01
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
Page 14 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
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:
Page 15 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
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
14.3% 37.0%Women Men
10.2% 19.9%Women 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%
SMALL TECHNICAL WORKFORCE < 1,000
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
U.S. Population (Pop) Source: U.S. Census (2019)
Page 16 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
29.2% WOMEN HIRED IN 2018
28.5% WOMEN HIRED IN 2019
SMALL TECHNICAL WORKFORCE < 1,000
Retention Hiring Advancement
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%
INVOLUNTARY 4.9% 4.8%
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%
20.6% WOMEN VS. 19.4% MEN PROMOTED IN 2018
PROMOTED TO WOMEN MEN
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
15.2% WOMEN VS. 13.2% MEN LEF T IN 2018
Page 17 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
TO ACHIEVE HIRING AND PROMOTION GENDER PARITY:
SMALL TECHNICAL WORKFORCE < 1,000
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
Page 18 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
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.
OF TOTAL WORKFORCE MEASURED
58.8%OF PARTICIPATING COMPANIES
20.7%
MEDIUM TECHNICAL WORKFORCE +1.8 since 2019
OVERALL REPRESENTATION OF TECH WOMEN
29.6%
MEDIUM TECHNIC AL WORKFORCES REPRESENT:
Page 19 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
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
15.5% 36.6%Women 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
0.1% 0.1%Pacific Islander
0.2%
MEDIUM TECHNICAL WORKFORCE 1,000 - 10,000
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
U.S. Population (Pop) Source: U.S. Census (2019)
Page 20 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
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).
MEDIUM TECHNICAL WORKFORCE 1,000 - 10,000
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.
26.1% WOMEN HIRED IN 2018
27.2% WOMEN HIRED IN 2019
Retention Hiring Advancement
15.5% MEN PROMOTED IN 2020
14.3% WOMEN VS. 12.4% MEN PROMOTED IN 2019
WOMEN MEN
VOLUNTARY 10.0% 9.6%
INVOLUNTARY 3.9% 3.7%
AT T RITION RATESHIRED TO WOMEN MEN
ENT RY 57.0% 47.9%
MID 36.3% 41.0%
SENIOR 6.2% 10.0%
EXEC 0.5% 1.1%
13.1% WOMEN VS. 11.8% MEN PROMOTED IN 2018
PROMOTED TO WOMEN MEN
ENT RY 6.7% 5.9%
MID 64.2% 58.9%
SENIOR 25.1% 31.8%
EXEC 4.0% 3.4%
13.8% WOMEN VS. 13.3% MEN LEF T IN 2019
8.5% WOMEN VS. 8.3% MEN LEF T IN 2018
13.9%WOMEN LEFT IN 2020
13.3% MEN LEFT IN 2020
29.3%WOMEN HIRED IN 2020
69.9% MEN HIRED IN 2020
17.3%WOMEN PROMOTED IN 2020
Page 21 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
TO ACHIEVE HIRING AND PROMOTION GENDER PARITY:
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
Steps toward building a more inclusive future
POLICIES AND PROGRAMS LINKED TO GREATER REPRESENTATION OF MID- AND SENIOR-LEVEL WOMEN
ACHIEVEMENTS FOR COMPANIES WITH MEDIUM TECHNICAL WORKFORCES
MEDIUM TECHNICAL WORKFORCE 1,000 - 10,000
Page 22 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
LARGE TECHNICAL WORKFORCE > 10,000
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.
OF TOTAL WORKFORCE MEASURED
21.6%OF PARTICIPATING COMPANIES
77.8%
LARGE TECHNICAL WORKFORCE +3.3 since 2019
OVERALL REPRESENTATION OF TECH WOMEN
27.0%
LARGE TECHNIC AL WORKFORCES REPRESENT:
Page 23 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
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
10.7% 33.2%Women 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
0.1% 0.2%Pacific Islander
0.3%
LARGE TECHNICAL WORKFORCE > 10,000
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
U.S. Population (Pop) Source: U.S. Census (2019)
Page 24 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
Retention Hiring Advancement
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.
LARGE TECHNICAL WORKFORCE > 10,000
25.6% WOMEN HIRED IN 2018
26.1% WOMEN HIRED IN 201915.3% WOMEN VS. 13.6% MEN PROMOTED IN 2019
WOMEN MEN
VOLUNTARY 8.1% 8.1%
INVOLUNTARY 3.3% 3.4%
AT T RITION RATESHIRED TO WOMEN MEN
ENT RY 60.1% 54.7%
MID 34.5% 37.0%
SENIOR 4.7% 7.5%
EXEC 0.7% 0.8%
15.9% WOMEN VS. 14.8% MEN PROMOTED IN 2018
PROMOTED TO WOMEN MEN
ENT RY 11.6% 11.5%
MID 54.9% 44.1%
SENIOR 31.6% 41.9%
EXEC 1.9% 2.5%
14.1% WOMEN VS. 13.3% MEN LEF T IN 2019
7.5% WOMEN VS. 7.1% MEN LEF T IN 2018
29.1%WOMEN HIRED IN 2020
70.4% MEN HIRED IN 2020
14.9%WOMEN PROMOTED IN 2020
12.1% MEN PROMOTED IN 2020
11.4%WOMEN LEFT IN 2020
11.5% MEN LEFT IN 2020
Page 25 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
LARGE TECHNICAL WORKFORCE > 10,000
TO ACHIEVE HIRING AND PROMOTION GENDER PARITY:
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
Steps toward building a more inclusive future
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
Page 26 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 AnitaB.org
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.
Page 27 TOP COMPANIES FOR WOMEN TECHNOLOGISTS — BUILDING A MORE INCLUSIVE FUTURE ©2020 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%
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.