By 2023, women were paid at 88% equity in entry to mid levels, yet the executive pay gap still leaves women earning 82 cents for every dollar men make in the C suite. That tension matters in medical devices where retention, promotion, and compensation can shift differently across gender, race, disability, and identity. We pulled the most telling DEI figures together, from an 18% median pay gap for Black employees to ERGs active at 78% of large medtech firms, to show exactly where equity holds and where it breaks.
Key Takeaways
- Gender pay gap for executives: Women earned 82 cents to men's dollar in C-suite 2022
- Black employees median pay: 18% less than white counterparts in med device 2023
- Hispanic workers compensation: 15% below average in engineering roles 2022
- 92% of med device companies have formal DEI training programs mandatory for all employees in 2023
- Employee resource groups (ERGs) active in 78% of large medtech firms, with 25% participation rate 2022
- Unconscious bias training reached 85% workforce in top 10 med device cos 2023
- Women CEOs in top 50 med device firms: 8% in 2023
- Board seats held by women: 25% average in public med device companies 2022
- Black executives (VP+): 3.1% in medtech 2023
- In 2022, women represented only 28% of the total workforce in the U.S. medical device industry, compared to 47% in the overall U.S. workforce
- Black or African American employees comprised 7.2% of the medical device workforce in 2021, down from 8.1% in 2019
- Hispanic or Latino workers made up 12.4% of the medical device sector employees in 2022
- Retention rates post-DEI interventions: 87% for diverse hires vs 79% baseline 2022
- Promotion rates for women: 22% to manager in 3 years 2023
- Black employee turnover: 14.5% vs 11% white in 2022
Progress is uneven, with persistent pay and leadership gaps but stronger DEI programs improving retention in medtech.
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01 · Category
Equity in Compensation21 stats
01
Gender pay gap for executives: Women earned 82 cents to men's dollar in C-suite 2022
02
Black employees median pay: 18% less than white counterparts in med device 2023
03
Hispanic workers compensation: 15% below average in engineering roles 2022
04
Women in R&D base salary: $112,000vs $128,000 for men 2023
05
POC bonus rates: 20% lower attainment in sales roles 2022
06
Disabled employee pay equity score: 78% parity in 2023 survey
07
LGBTQ+ compensation gap: 12% lower median in professional roles 2022
08
Veteran pay premium: 5% higher adjusted in manufacturing 2023
09
Promotion-adjusted pay for women: 88% equity in entry-mid levels 2022
10
Black managers salary: $145k vs $162k white 2023
11
Asian vs white pay in leadership: Parity at 101% for Asians 2022
12
Indigenous pay gap: 22% lower median wages 2023
13
Multiracial equity: 92% pay parity in tech roles 2022
14
Women equity stock grants: 75% of men's value in exec comp 2023
15
POC retirement contributions match: 85% utilization rate vs 92% white 2022
16
Gender overtime pay equity: 95% in hourly roles 2023
17
Sales commission gaps by race: 16% for Black reps 2022
18
Adjusted pay ratio CEO to median worker by gender: 280:1 men vs 310:1 women firms 2023
19
Mid-career women pay stagnation: 4% gap growth post-35 2022
20
Manufacturing shift pay equity POC: 97% 2023
21
DEI training participation bonus uplift: 8% higher for diverse groups 2022
Interpretation
Equity in Compensation Interpretation
The medical device industry's DEI data reveals a persistent and varied pattern of inequity, where fairness in compensation appears to be a complex condition still under diagnosis and treatment, not a standard of care.
02 · Category
Inclusion Initiatives21 stats
01
92% of med device companies have formal DEI training programs mandatory for all employees in 2023
02
Employee resource groups (ERGs) active in 78% of large medtech firms, with 25% participation rate 2022
03
Unconscious bias training reached 85% workforce in top 10 med device cos 2023
04
Mentorship programs pairing diverse talent: 65% of firms, 40% retention boost 2022
05
Inclusive hiring audits conducted by 72% companies annually 2023
06
Accessibility training for disabilities: 88% completion in offices 2022
07
Cultural competency modules: 91% of clinical staff trained 2023
08
Pride month initiatives budget: avg $250k per firm in 2022
09
Veteran inclusion networks: 55% firms, 15% leadership roles from 2023
10
Women's leadership forums: 82% attendance female mid-managers 2022
11
BIPOC supplier diversity spend: 12% of total procurement 2023
12
Allyship training: 76% workforce completion 2022
13
Flexible work policies for caregivers: 89% adoption 2023
14
Pronoun policy implementation: 68% firms 2022
15
Holiday inclusivity calendars: 94% used in 2023
16
Feedback surveys on inclusion: Quarterly in 81% companies 2022
17
Sponsorship programs for URM: 52% exec-sponsored 2023
18
Language access training: 67% for global teams 2022
19
Neurodiversity hiring initiatives: 41% pilot programs 2023
20
Age-inclusive policies score: 79/100 avg 2022
21
Diverse slate interviewing: 96% VP hires from slates 2023
Interpretation
Inclusion Initiatives Interpretation
While the medtech industry has commendably institutionalized the machinery of DEI, with training stats often in the high 80s and 90s, the real measure will be whether these programs can consistently translate into truly equitable power, like turning that 25% ERG participation into 25% senior leadership roles and that 12% supplier spend into genuine wealth building.
03 · Category
Leadership Diversity25 stats
01
Women CEOs in top 50 med device firms: 8% in 2023
02
Board seats held by women: 25% average in public med device companies 2022
03
Black executives (VP+): 3.1% in medtech 2023
04
Hispanic C-suite members: 4.2% across 100 med device firms 2022
05
Asian leaders: 12% of executive positions in 2023
06
Women in C-suite: 19% in 2022 med device industry
07
POC on boards: 18% in top med device companies 2023
08
Female board chairs: 5% in public medtech firms 2022
09
LGBTQ+ executives: 2.3% self-reported in 2023 survey
10
Disabled leaders: 1.8% in VP roles 2022
11
Veteran CEOs: 4% in med device sector 2023
12
Indigenous executives: 0.5% in 2022 across industry
13
Multiracial VPs: 2.1% in 2023
14
Women presidents: 15% in business units 2022
15
Black board members: 6% average in 2023
16
Female CFOs: 12% in med device publics 2022
17
Hispanic COOs: 3% in 2023 firms
18
Asian CHROs: 14% in large medtech 2022
19
Women CTOs: 9% in 2023 R&D heavy firms
20
POC GCs: 11% general counsels 2022
21
Female CMOs: 18% marketing chiefs 2023
22
Board diversity index score: 65/100 for medtech vs 72 national 2022
23
Executive pipeline women: 24% at director level feeding C-suite 2023
24
Black directors: 5.2% in 2022 boards
25
Women VPs in sales: 14% 2023
Interpretation
Leadership Diversity Interpretation
The medical device industry is painting a masterpiece of missed opportunities, where a canvas of brilliant minds remains tragically under-sketched.
More related reading
04 · Category
Representation in Workforce29 stats
01
In 2022, women represented only 28% of the total workforce in the U.S. medical device industry, compared to 47% in the overall U.S. workforce
02
Black or African American employees comprised 7.2% of the medical device workforce in 2021, down from 8.1% in 2019
03
Hispanic or Latino workers made up 12.4% of the medical device sector employees in 2022
04
Asian employees accounted for 18.5% of the workforce in medical device companies in 2023, higher than the national average of 6.3%
05
Employees with disabilities represented just 4.1% of the medical device industry workforce in 2022
06
LGBTQ+ identification among medical device workers was 5.8% in a 2023 survey of 10 major firms
07
Veterans comprised 6.2% of the workforce in U.S. medical device companies in 2021
08
In engineering roles, women held 22.3% of positions across 15 medtech firms in 2022
09
Entry-level positions saw 35% female representation in med device sales in 2023
10
People of color (non-white) made up 41% of manufacturing roles in medical devices in 2022
11
Indigenous/Native American employees were 1.2% of the med device workforce in 2021
12
Multiracial employees increased to 3.8% in medtech firms from 2.9% in 2018-2022
13
In R&D roles, Black employees were 4.5% in 2023 across top 20 med device companies
14
Women in quality assurance roles: 42% in 2022 med device industry survey
15
Regulatory affairs positions had 31% women in 2021
16
Supply chain roles showed 25% BIPOC representation in 2023
17
Clinical affairs staff: 29% underrepresented minorities in 2022
18
Marketing roles in med devices: 38% women in 2023
19
HR departments in medtech: 55% women, 22% POC in 2022
20
IT roles: 19% women in medical device firms 2023
21
Finance positions: 40% women, 15% BIPOC in 2022
22
Legal roles: 36% women in med device legal teams 2021
23
Overall STEM roles in medtech: 27% women in 2023
24
Non-binary employees: 1.5% self-identified in 2023 medtech survey of 5,000
25
Older workers (55+): 22% of med device workforce 2022
26
Recent college grads: 52% women entering med device field 2023
27
Apprenticeship programs: 28% women participants in 2022
28
Contractor workforce: 33% diverse hires in 2023
29
Global med device workforce: 24% women outside U.S. in 2022
Interpretation
Representation in Workforce Interpretation
The medical device industry seems to have a serious condition of diversity deficiency, presenting with alarming symptoms like a shrinking Black workforce and chronically low representation of women, yet it shows puzzlingly specific areas of health, like a strong Asian demographic and a majority-female HR department, suggesting the cure requires a more systemic and targeted treatment plan.
05 · Category
Retention and Advancement20 stats
01
Retention rates post-DEI interventions: 87% for diverse hires vs 79% baseline 2022
02
Promotion rates for women: 22% to manager in 3 years 2023
03
Black employee turnover: 14.5% vs 11% white in 2022
04
Hispanic advancement to director: 18% pipeline success 2023
05
Asian retention in leadership track: 92% 2-year rate 2022
06
Women 1-year retention: 88% post-hire 2023
07
POC internal promotion rate: 28% vs 35% majority 2022
08
Disability retention post-accommodation: 95% 2023
09
LGBTQ+ 3-year retention: 82% in supportive firms 2022
10
Veteran retention bonus impact: +12% with programs 2023
11
Internal mobility for URM: 65% utilized paths 2022
12
Women exec pipeline retention: 75% from VP to C 2023 over 5 yrs
13
Turnover cost savings from DEI: $2.5M avg firm 2022
14
Promotion equity index: 82/100 for gender 2023
15
Diverse talent flight risk: Reduced 30% post-ERG 2022
16
Black advancement stalls at manager: 42% not promoted further 2023
17
Succession planning inclusion: 71% diverse candidates 2022
18
Exit interview DEI insights actioned: 89% in top firms 2023
19
Long-tenure diverse leaders: 18% over 10 yrs 2022
20
High-potential URM retention: 91% with coaching 2023
Interpretation
Retention and Advancement Interpretation
While the medical device industry's DEI dashboard shows progress isn't a straight line—with some departments stubbornly recycling old biases like single-use plastic—the data proves that when companies actually invest in equitable systems, from accommodations to coaching, they don't just do the right thing, they also stop the financial bleeding from preventable talent loss.
Reference
Cite This Report
This report is designed to be cited. We maintain stable URLs and versioned verification dates. Copy the format appropriate for your publication below.
APA
Stefan Wendt. (2026, February 13). Diversity Equity And Inclusion In The Medical Device Industry Statistics. Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-medical-device-industry-statistics
MLA
Stefan Wendt. "Diversity Equity And Inclusion In The Medical Device Industry Statistics." Gitnux, 13 Feb 2026, https://gitnux.org/diversity-equity-and-inclusion-in-the-medical-device-industry-statistics.
Chicago
Stefan Wendt. 2026. "Diversity Equity And Inclusion In The Medical Device Industry Statistics." Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-medical-device-industry-statistics.
Sources & references
93 datasets cited across this report · attribution is report-level